Silicon Valley Times

How to Hire Better Candidates

How to Hire Better Candidates

How to Hire Better Candidates

Want to hire better candidates – here are some tips to do so.

1) Can the Candidate Adapt to Change?

A good candidate is someone who can think quickly, adapt to any changes in their working environment, and grow their skills as required. Ask the candidate to give examples of how they’ve been able to do that in previous roles. Have they settled into a new role quickly, adopted new ways of thinking, or shown an ability to embrace new technologies? Such skills are essential in a world that’s rapidly changing. Look at the problem this bank has in the digital market for digital jobs.

2) Are the Questions They Ask Insightful?

At the end of a job interview, it’s almost inevitable that a person will be asked “do you have any questions”. Candidates know to expect that. Did the candidate have good questions prepared? Even better, was the interview up to that closing part a true conversation where the candidate listened to what you had to say and asked interesting questions along the way? Has the candidate showed that they did their homework before coming into the interview? Do they understand the company culture and have they put thought into whether they’ll fit the role? The kinds of questions a candidate asks will give you a good idea of what sort of person they are and whether they’ll be able to diagnose problems when working.

3) Does The Candidate Show Curiosity?

The brightest minds and quickest learners are the ones who show curiosity. They appreciate and seek out new information, and embrace the unknown. A great employee needs to be a willing and enthusiastic learner. People who are curious don’t rest on their laurels. They’re always willing to learn and improve, and this keeps them productive, happy and engaged, so you’ll know they have a bright future at your company.

4) Are They Able To See Patterns When Presented With Information?

No matter what level a person is working at, there’s a good chance they’ll find themselves presented with huge amounts of information. Does the client show that they can see patterns in the information they’ll be working with? Can they think quickly and clearly when going through a complex workflow or if something isn’t going right? In all but the most junior positions, employees need to be able to see what’s going on and make decisions in real-time, rather than simply responding to instructions. Everyone from receptionists to IT security experts should have a robust understanding of how to process information.

5) Are They a Good Team Player?

Some businesses love savants, ‘brilliant jerks’ and other eccentric personalities. While those people can sometimes be worth tolerating if the skills they bring to the table are rare, it’s better to have a team made up of people who work together well. If you want to avoid a toxic working environment, find people who are self-directed and creative while still able and willing to think of others and serve the greater good of the team.

6) Can They Manage Resources Effectively?

Wasteful and neglectful people can slowly but surely bring a company down. Look for people who spend company resources with the same level of respect and thought as they’d spend their own resources. That doesn’t mean skimping or being cheap, but it does mean getting the most efficient use out of the budget.

7) Do They Show Lots of Enthusiasm?

A healthy workplace is one that’s full of people who are enthusiastic and positive about the projects they’re working on and the people they work with. Do you get positive energy out of the candidate when you’re talking to them at the interview? Nerves are normal, but someone who has positive energy should let that shine through once they start to feel at ease. Anyone who has the skills to do the job well and who gives off good vibes should be a great addition to the team.

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