A better way to make hiring decisions. Use the Candidate Analysis methodology to help produce well-rounded and structured feedback on job candidates. It's critical to make sure each candidate has what it takes when it comes to skills to do the job, the character to fit in with your culture, the experience in the actual role, and has real results to show for their past work. One hiring manager told us that he always looks for someone that has done something exception in their past - proving that they can commit themselves to a passion and product results. Keep this in mind when you review candidates experience and results - sometime it might be from an experience that is outside the role but validates they can focus and deliver.
What standout skills does this candidate have that best match the role?
What standout character attributes does this candidate have that best compliment the role?
What experience does this candidate have in performing the role? List specific experience.
What standout results has this candidate achieved? List specific results.
A clear hiring objective is critical to a successful Candidate Analysis. Example objective "to hire someone to fill the Marketing Director role and help our company become a world-class field marketing organization". When your objective is clear everyone should be able to describe it in a consistent manner and can visualize what success looks like.
Use this online Candidate Analysis TempIate and invite your team to share their input and rate the top ideas.
List out as many factors as your team can brainstorm for each section. Then rate the top items by clicking on the star to float them to the top.
After collecting and discussing the feedback from all individuals that interviewed the candidate - if any questions sill stand out we recommend a lunch or meal with the candidate to do a final discussion. Remember its always better to spend the extra time upfront then dealing with a bad hiring decisions.
For any hiring decision where you are interviewing candidates and need a structured and well-rounded approach to reviewing qualifications.
Get everyone on the same page about how you will review the candidates qualifications.
Consider dividing and conquering and having select interviewers focus extra effort on a particular section.
Your candidate will be happy to see you conduct a more broad and structured interview by focusing equally on all more sections.
HR will now have easy to access records to review the collective groups input on a candidate
Culture fit will play a bigger roles vs just their past results.
