How To: Hire The Right Candidate

Knowing who to hire is one of the most testing challenges a hiring manager has. Not only do they have to make sure the candidate has the correct experience to adequately deal with the responsibilities of the role, now, it is increasingly important for them to understand the candidates personality, in order to assure they are a good fit for the company culture. So, with all this to consider, how can hirers be truly sure they’re employing the right candidate?

Avoid the standard interview
The typical interview is a playground for candidates to tell smart white lies to help secure them the job. You ask the standard questions about why they want the position and where they see themselves in 5 years, complimented by some small talk about a previous colleague you both used to work with, you shake hands and consider whether they could be the one. The problem being, however, this doesn’t accurately reflect how the candidate will interact within a team. Instead, try to be more creative with your approach; maybe change up the setting for your meeting and go for a meal or a coffee, or even give them a tour of the offices; if they show intent to communicate with colleagues, it tells you a lot.

Use scenario interviews
An emerging tactic used by many companies within fashion is actually putting candidates in real scenarios that test their skills in relation to the applied for role. This could be anything from spending a day with the atelier team to asking applicants to carry out a design assignment for a graphic role. This way, you have a better understanding of the candidate in work related scenarios.

Curveball questions
Unusual lines of questioning often get candidates to open up which provides insight into their true personality. Most applicants prepare for common interview questions and often find witty alternatives to reply; this shows you the mere iceberg of their personality and won’t help identify the ‘right’ candidate. To get beyond rehearsed answers, ask unusual questions that allow them to express different segments of their persona.

Collaborate with your decision
Even if you think you are the best judge of character, always take the time to get more opinions from your colleagues. You will not be the only person who has to work with your new employee therefore bringing your team into the interview process is crucial. This means every candidate should be interviewed by at least two people – possibly three - at the company and even spread it between departments. This way, you’ll get different opinions on the candidate’s personality and can be sure to avoid biases throughout the interviews.

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