3 tips to ensure you hire the RIGHT candidate

Let’s face it – it’s 2020 and the economy is something lacking. As a business owner, you will have no shortage of candidates, irrespective of the role. That’s great! Right? Not exactly. The recruitment process is a fundamental factor in keeping your business afloat.

The possibility of hiring the wrong individual and the decision ending in catastrophe…seems like stuff of nightmares. But the reality is that making a mistake when hiring can trigger a domino-effect of negative repercussions. They may be unmotivated, unqualified or cause a negative atmosphere in the workplace.

It takes time and money to train somebody for a role – and as a business owner, this a cost you want to keep to a minimum. In order to do so, you need to hire the right person and develop their role within the company. A business cannot survive without employees to sustain its livelihood. So on that note, here are 3 tricks to ensure you’ve selected the right candidate:


  1. Trust your gut. Maybe you’ve invested in some fancy AI software to determine who the best candidates are. But ultimately, you need to meet the person in question to determine if they’re going to make a good employee. Human intuition is still an essential part of the recruitment process – which is something that computers haven’t quite caught up with yet. Regretfully, many recruiters will go against their instincts and pin their feelings on a natural bias towards certain individuals. While being inclusive is important, you shouldn’t go against your feelings about someone if they’re valid. The best employers embrace their gut feeling on whether or not to hire somebody.


  1. Don’t skimp out on the job description or specifications. The last thing you want is a vague description of the role. Explain the following:
  • What the job will entail, day to day.
  • What the essential requirements are of the candidate.
  • What is preferred, but not essential.
  • The mission and values of the company.

You could lose out on the ideal candidates by not conveying the details of the role properly. The description must be detailed, efficient and engaging. It’s not something you should rush.


  1. The interview process is a two-way street. Why should an employee want to work for you? What does this role offer to them? All too often, employers turn the interview process into an interrogation – drilling the candidate with question after question. Granted, the interviewee should be on their best behaviour – but are they really going to want the role if you’ve scared the living daylights out of them? Sell the company to them (well, not literally!) Otherwise you could end up losing the best candidates to rival companies.

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