How to Choose the Right Candidate for the Job

CEOS Drive.jpeg
Finding the right talent for your team is a challenging process. With fierce competition and a myriad of unqualified candidates vying for the position, finding that one outstanding candidate who will bring your team to the next level can be time-consuming and demanding.

A successful and efficient hiring process can be broken down into six main parts, beginning with a job analysis and ending with the job offer. In our series “How to Choose the Right Candidate for the Job,” we will delve into each part of the hiring process and provide you with some tips that will help you find and secure the best talent for your team.

Part 1: How to Complete a Job Analysis

Conducting a job analysis will help you gain a full understanding of the position and what skills and qualifications it requires. Once you’ve completed your analysis, you can write an amazing job description that will attract the talented candidates you’re looking for!

The first step in a job analysis is determining the duties and responsibilities of the position, and the context in which they are performed. In your analysis, you should:

  • Identify key responsibilities, tasks and required skills

  • Set minimum requirements for education, work experience and licenses/certifications

  • Select a minimum of 6 key competencies and rate their level of importance

  • Determine the requirements of the job including physical and technological

  • Establish pay scale for the position and whether you are willing to negotiate based on skills and experience

A job analysis can seem like a tedious step in the hiring process, especially if you have already created a job posting for a similar position. While it may seem tiresome, this step can truly help improve the quality of applications you receive and will set a strong foundation for the rest of the hiring process.

Conducting a Job Analysis

When you are conducting your analysis, work with your current employees to discuss what is needed in the position. You can involve employees by having them complete a job analysis form, observe staff as they complete their daily or weekly tasks, or even conduct one-on-one interviews or group meetings. Your staff may be able to provide a new perspective on the role you are looking to fill, and may even influence the scope of the position. If you have a large number of staff, work with the team members who will work with the new employee – this can include supervisors, managers and sometimes even customers. In addition, you can compare the job with other similar roles in the department or across your entire business.

What’s Next?

Once you have successfully completed your job analysis, you can create a job description and consider where to advertise the new position. We will discuss this topic in detail in our next blog.

Hire Quality is a leader in providing recruitment services to public and private organizations to ensure the recruitment, retention and advancement of highly effective senior executives. Contact us for more information 705.734.2698

#executiverecruiting #talentmanagement #hiring

Featured Posts
Recent Posts
Search By Tags
No tags yet.