Looking to hire? This is how you find and choose the right talent.

Almost every organization have their own process to conduct interviews from posting jobs to on-boarding candidates. While they do end up lucky sometimes, most often they end up not getting the right candidates whom they were looking for. So, is there a way by which you can find and decide who your best hire would be? There definitely is and that is what I am going to share in this article.

Disclaimer: I do not have a background being a HR but it doesn’t take a HR to figure out all that I am going to share here.

Understanding why you are hiring
Before you start with the entire hiring process, you need to understand why you are hiring. This is very important since everything else depends on the purpose behind. You would also need to understand who you are looking for and how they will impact your organization. Make sure that you get the facts right before you start off since it is difficult to rewind once you hire.

Crafting the Job posting
Crafting a Job Posting is an art and it is not to be taken lightly since that is what potential candidates see first when they are browsing through. Hence, it acts as a first impression on the organization and it is very important to get the presentation right. Typically the job posting would have information on the organization, job, perks, pay, etc. but it is also important to state about the culture, products, success stories and most importantly, the expectations from the candidate. And if you want your job posting to be discovered, there is an article about that as well here: https://blog.proven.com/job-advertisements.

Finding the right platform
Before you even go for making the job posting, you need to first see the role and understand where you can find the right candidates. While platforms like LinkedIn, Monster, Indeed, etc. do help, they come into play only when a candidate is actually searching for a job. But the fact is that, most of them are grazing around different corners of the web and you need to be able to reach them where they are to get the right candidates. For eg. you can use Stack Overflow to hire developers, Dribble for designers, Codepen for UI professionals, Discord for Gamers, Reddit, Gitter and if you are looking for security professionals, you can very well try the dark web. This way, you are filtering out only the people who really have interest in the field you are looking for. In addition, the platform also acts as a portfolio of all the work they have done so far including their interactions and discussions which would be an indicator of how much knowledge and interest the individual has in the field.

Thinking as a job seeker
When you see from a job seeker's point of view. This is how their thought process is if they are really serious about the company they join. 
What does the company do? 
What is in for the future? 
How profitable are they? 
How much will they pay me? 
How is the campus?
How is the culture? 
What are the perks?
What do the reviews say in Glassdoor and other platforms?
What would I get to do there?
How is the social presence of the company in Twitter, FB, LinkedIn, etc.
Where would the job posting be? And, do they have a remote option?

So, if you are able to answer all these questions in some way or the other in the way they would like and they believe in what you are doing, you need not worry about anything else since they would be very much inclined to join you.

And keep it in mind that not every good talent in a field is from the same location where you are looking to hire. So, be open to remote where possible.

The Interview Process
So, now that you have got the interest of the candidate, this is a very important step. To keep him/her interested till the end of the process and make sure the process is simple, unbiased and brings the best out of the candidate.

While you can have a standard for interviews, you cannot have the same interview process for every role you are interviewing for since the practices change with every domain. For eg: you might want to see the logical thinking ability for developers, creativity in designers, attention to details for legal experts, ability to convert ideas to product from an architect or product managers. So, you must make sure that you facilitate that in your interview process.

Also, make sure that you don’t drag it. Finish it quick and either land them to the job or reject them quicker. This will make sure that they can either on-board or pursue other opportunities. To make sure that you are unbiased in your decision, have a panel of experts with real knowledge in the field who would interview and make sure the decision is taken collaboratively.

While all this would be fine, the best way to hire a candidate is to have a casual unofficial chat over tea. This way, the candidate would feel at ease and you would be able to make them feel as equals thus enabling free and open discussions.

Selecting the “right” candidate
Now, this is an interesting and tricky thing to do since it is all about perspective. You have to think and recollect why you are hiring in the first place to be able to select the right candidate. But there are some things you would need for almost every role.

Communication, Team Work, Self-learning ability, and most importantly, a positive attitude and character towards everything.

But how would you even know whether they will fare well when hired? The best way is to test them on real and practical problems. Rather than giving them limited time and asking them to do aptitude or coding tests, give them a problem statement similar to the work they are expected to do everyday, give them ample but the same amount of time and see who does it well at the end.

You can take their consent and also do a background check but this might not always be the right indication of the fitment of the candidate.

One other way is to go through their social and community profiles like Facebook, Stack Overflow, LinkedIn, Github, Dribble and wherever he/she has a presence and filter out the people who have been passionate even before they applied for your job.

Making the offer
This is a very important step to do. Since by this time you have decided that you need him/her, you need to make sure that you make the right offer. This can have a huge impact on the way they work or progress. You also need to make sure that they stay in your organization long enough to create an impact but do this without asking them to sign bond agreements. If they really like your organization, they will stay and you don’t need agreements.

Don’t hire just because they are economical when you compare others. You may be compromising a lot. Make sure that you provide the market salary (compare what your competition provide to avoid them from switching). Also, ask them if they are fine with the role, compensation, perks, and also get them to talk to the team if they had not before. Once everything is fine, then you can very well welcome them to your organization.

Now, what?
Just make sure that you hire with a purpose. You can’t get your work done by hiring people. What you would need to do is, hire quality people who has the interest and ability to do what would take 10 others to achieve.

So, how to assess if I am doing it right?
Its easy. Refer websites like Glassdoor where people had given interview feedback or ask the interviewees themselves over a chat or mail and some of them do reply with honest feedback. Use this as a feedback loop to correct the mistakes in the process on a regular basis and make the experience positive both for you as well the candidates.

So, is there anything I miss out on? Let me know in the comments below.

Do subscribe/follow me & my publication to be in touch with the future articles that I write. See you in the next article.