Ashton People Solutions | Outsourced HR Services

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They Can Talk The Talk, Can They Walk The Walk?

Finding the best candidate can be difficult at the best of times, (after all, the interview situations is a million miles away from what the day-to-day job will actually look like!) but now we’re living in Covid-times, the process has reached a new level of challenge.

Companies looking to recruit during this time maybe faced with very large number of applicants, remote interviewing and even making the final decision without actually meeting any candidates in person. So, how do they find the right candidate?

We have outlined a few ideas for you to keep in mind and to keep you focused on finding the best fit for the role:

Make a List

It’s so important that hiring staff have a clear and concise outline of what they are looking for, before they start the recruitment process.

Start by making a make a list of essential skills, attributes and qualifications that are essential for a new employee to have and which are non-negotiable then use this to create a focuses job description and to match CV’s to. Keep in mind any attributes that relate to your company culture, to ensure the successful candidate integrates quickly into the team. 

Once this list is created you can create a ‘non-essential’ list for qualities or skills which would be favourable for an applicant to have but are not a necessity. If you find yourself in a position whereby you have several applicants who fulfil the non-negotiable list, the second list will help you to stay focused on finding the right candidate from your shortlist. 

Put Their Skills to the Test

You have a list of candidates who look great on paper, their application and CV say that they have the skills you need but how do you know how competent they would be in the role?

Introducing a skills-based, practical element to your recruitment process can really help candidates demonstrate their ability first-hand. Suggestions for this could be: an exam, a mini-project, practical task or demonstration. This could be done as part of the interview process, depending on how this looks in your organisation.

Take Time to Talk

Everyone knows an interview horror story, whether it’s yours or someone else’s! Some people just can not cope with an interview situation while others shine! Either way, their reaction to an interview situation doesn’t necessarily reflect on their ability to do the job in hand.

The perfect candidate may be someone who struggles under the stare of an interviewer but interacts really well with colleagues. So, we suggest having someone else give them an office tour or even grab a coffee to find out more about the team they would be working in. This will give you a better understanding of what a candidate would be like in the ‘real world’ working environment. 

How to do this if you’re recruiting virtually? Ask a colleague to gather information from them over the phone or via video call, giving them opportunities to chat naturally.

Do you Due Diligence

Once you’ve decided on your shortlist and you’re happy with your successful candidate, it’s time to verify that they are who they say they are. Take time to check their professional credentials such as qualifications, references, and professional licenses. 

There are companies out there who focus on verifying candidates for you, if this is something that would be too time heavy for you.