There is a lot of things that a resume can’t tell you, so how do you select the right candidates when recruiting? First, ask yourself: Do I have clarity around the role I’m hiring for? Going into the recruitment process we suggest having a good idea of the character traits you’re looking for, in addition to the ideal skill-set that a candidate needs to succeed in this position. To start, come up with a list of approximately 5 core traits that someone in this role needs to excel. Furthermore, what are the primary tasks that they’ll be responsible for accomplishing in the coming months or year? You can always check your Accelo Dashboard for ideas on projects and tasks that will be coming up, and if you have yet to try Accelo you can sign up for a free trial here. If you have a clear idea of the role, long-term projects and goals, and common setbacks then you will be better equipped entering the interview to find someone that is a great fit. With this in mind you can also go a little off-topic and ask candidates what they’re passionate about-- this will provide a sense of their core self and create the opportunity for you to listen to something that they’re passionate about.
Identify a few ways for candidates to demonstrate their talent, core skills, and express their personality. This could be done through a writing sample, a technology test, or a presentation. If you’re looking for a skill-set test that’s more dynamic, we recommend giving the candidate a problem to solve. For example, describe a problem they are likely to face in the role they are applying for and give them 500-750 words to respond with how they would solve it. We also recommend asking the candidate to explain their response because this will allow you to see the thought process behind the work.
When you begin to narrow down the candidates, why not take them out of the classic interview atmosphere? Take the candidate out for lunch and see how they relate and interact with the team. You can also choose an activity that aligns with your company culture, like inviting them to the office for Monday morning team breakfast or bubble soccer if you're game like us. Another solid tactic is to have a second employee give them an office interview. This allows you to check in with that employee on how the candidate interacted in a more informal setting.
Thoughtful recruiting will help you hire employees who are not only a good fit but will also be in it for the long game. We're actively recruiting new talent at Accelo, so if you'd like to work for a company that's passionate about helping professionals like you do the work they love, check out the positions we currently have available.
