A resume is a must-have in the recruitment process. It is a document that contains basic information about the candidate’s professional history. But, as important as the resume is, there’s more to finding the right candidate than that.
It is important to use all available methods to determine whether a candidate is qualified for a position in your company. If you’re looking for tips on what to check and provide other than a resume, here are five quick suggestions from the best recruitment services!
5 Ways to Find the Perfect Job Candidate Beyond Their Resume
It is necessary to review a candidate’s resume, but do not base your decision solely on it. Instead, use it as a primary step in gathering information fast. Then, consider these five effective methods for learning more about the person’s abilities and determining whether they are a good fit for the company’s needs.
1. Ask the Right Questions
Ask the right questions about the position the applicant is seeking. They can’t possibly give you every answer you require unless you specifically ask about them. Also, your time with them is limited, so you should make the most of it. For starters, skip generic questions and dig deeper into the candidate’s true character.
This will encourage them to respond with thoughtful and authentic responses. For example, inquire about their perception of success and motivation, positive and negative job experiences (and how they handled them), and how they approach higher-ups with their concerns.
2. Optimize Your Job Posting Descriptions
If you want to attract more qualified job candidates, you need to craft a well-optimized job descriptions. This means they shouldn’t be too vague and outdated. Otherwise, you’ll keep seeing unqualified applicants on your plate.
What does a well-defined job posting look like? To begin, instead of simply describing the nature of the work, you must clearly outline the key duties of the position in one sentence. Remember, the more information you provide, the better the candidates you’ll have on the table.
3. Evaluate Their Motivation
Motivation is a significant factor in a company’s success. It drives employees to give their all every day to their jobs. So it only makes sense to assess an applicant’s motivation when considering hiring them for a specific position.
Ask the candidate what motivates them. Is it competition, stability, finances, or rapport? Whatever it is, consider whether their motivation and source align with what your organization believes in and fulfills. Otherwise, move on to the next candidate and avoid low workplace productivity.
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4. Make the Most of Employee Referral
Sometimes, the best candidate comes from a referral. You can get more specific information about an applicant’s background from your current employees. The best part is that if they’re recommended, it means they have the potential to qualify for the position. So go ahead and implement an employee referral program to help you with recruitment.
Want to take it to the next level? Reward any employee who can recommend a qualified candidate! This will encourage them to put in more effort to find the best candidates for open positions, making the recruitment process easier and faster. It also makes them accountable for it, so they are more likely to send you only the best candidates.
5. Give Them Related Tasks
Actions, in some cases, speak louder than words. Although your candidate may appear eloquent, how effective are they at completing tasks? You’ll never know unless you give them work related to the job. This will help you in determining whether they are qualified for the position.
Exams should, of course, be part of the interview process. However, if you believe they are insufficient to assess the candidate, do not be afraid to administer additional and brief exercises. These will give you a better look at their current skills and abilities. Are they good enough? Do they live up to your expectations? Is there room for improvement?
Also read: How to prepare before a job interview?
You might think looking at someone’s resume already tells you everything about the candidate’s abilities, but it doesn’t. While it offers valuable information about their background, it’s just the tip of the iceberg. If you want to assess the real strength of their skills, look beyond the resume.
Ask specific, relevant questions, optimize your job posting, evaluate their source of motivation, use employee referrals, and give them tasks to test their abilities. That way, you can be confident that you’ve taken a significant step toward finding the ideal job candidate!