The very first step of a hiring process involves an application. Mostly, an ad for a job results in a heap of applications due to free job alerts and online jobs in Kerala reach out a large extend of job seekers, pay attention on how people handle this initial interaction. Do they tailor personalized, attractive cover letter and follow up with a message or phone call a week later? Or simply give away the resume without even taking enough time to interact beyond that? Those people who doesn’t take time to make them remember not only seems eagerless, but also not even a serious candidate.
Filtering down the bunch of candidates for interviews would make you ask standard questions that involves drumming up precise examples from their previous work environment. Find out how they perform on job, rather they tell you. For instance, if you are hiring a candidate to answer phones, make them answer a mock phone call, and see how they do. Refactor some code if you are looking for developers. If for project manager, make the candidate put out questions or suggestions showing them your current project outline. Also, look beyond the skills and experience to make sure that the candidate fits well with your company culture.
Your candidates already provide references in their application form, make use of these contacts to the fullest in order to get the information you want about the applicant. Ask the candidate’s work performance and also the sense of humor and other activities, how he is like, behavior and so on, if your state HR laws makes no restrictions on it. If the person is a serious type or an office jocker, might not fit in your organization. Mostly HR and IT jobs in Kerala should make this point very important in order to find the best candidate for your firm.
Though it is not possible for all positions, take the potential employee for a test drive than posting him for full time. It sounds similar to internships, but better paid and more serious. This period can last for weeks or a few months, make good use of it to get a broader idea of the candidate, whether he is fit for your company or not. Also, pay the candidate from a legal standpoint. If you are not satisfied, try not to mention the possibility of a full time work for the candidate so you can move on the the next candidate easily. State the period of work for hire clearly and include specific responsibilities.
These tactics is sure to help you hire the best candidate who will stay with you for a long haul. You can get a clearer and relevant side of your candidates to make them your potential employee and give them an outline of what is involved in the job and what all your business feels like. Fit in the right candidate for your organization, without any future regrets.