Hiring Managers – How to Find That Perfect Match

Hiring Managers – How to Find That Perfect Match

By Chris Waters, Research Supervisor, Acclivity Healthcare

Many people compare hiring and screening future employees to dating: Everyone is looking for that perfect match! And the first step to finding that perfect addition to your team is to look at your screening process. The screening process helps you identify, attract, recruit and hopefully hire a long-term employee for your company. Doing it the right way could ensure you hire top performers that will help your company grow. Doing it the wrong way can saddle you with the headaches of a bad hiring decision.

Here are some key strategies to help you find your perfect match: 

Who is your ideal match?
First things first – what does your perfect match look like? You should define the type of person you hope to hire.  This way, you’ll be much more effective in reviewing resumes and interviewing candidates. Without having the ideal match in mind, you risk hiring employees based on the best sales pitch, and you may not end up with the qualities that fit your company’s needs. 

The First Contact
First impressions are key! When you speak to the candidate by phone before the interview, be sure to introduce yourself and thank them for their resume or application. Tell them what you’re looking for in an ideal employee and ask what they’re looking for in a position. If you feel a connection, set up a face-to-face interview. Otherwise, politely thank them for their time and explain that you don’t see a match for this particular position.

The Interview
As you prepare for the interview, be sure to remember the list of qualities you’re looking for in your perfect match and draft your questions to ensure you get the information about those things that are important to you. Ask each candidate the same questions, but do be flexible. You want each candidate to feel comfortable enough to let down their guard.

  • Take notes. This is a good way to remember the candidate’s responses, plus it can be helpful if you ever need to justify – legally or otherwise – your process in hiring an employee. It also shows the candidate that you are interested in what they have to say.
  • Tell the candidate that you’ll be doing a background check, including a criminal check, and find out if they have any concerns. Also, use the interview to have the candidate explain any employment gaps from their application or resume. 
  • At the end of the interview, set expectations about the remainder of your process and the timing involved. At this point, if you feel the candidate is not your match, politely let them know that they aren’t right for this position. If, however, you feel they merit more time, let them know there may be a second interview in their future.

Check and Double Check
Studies show that 40% of resumes contain fraudulent credentials, lies or omissions, so it is critical to verify what candidates have told you. Have each finalist complete a separate application that asks about criminal convictions and that underscores the fact that any fraudulent statement or material omission is grounds for you to terminate the application process.
 
Read over the application, looking for red flags such as a lack of identification of past supervisors or unexplained employment gaps. And don’t skimp on the reference checks. Call all references. Verify the candidate’s education and professional certification or other credentials.
If possible, get a specialist to perform a background check. Every 1 in 37 U.S. adults has been incarcerated.

Make your decision
Once the background checks are completed on each of your finalists, carefully review all of your information. Refer back to your interviews notes and consider how well you think each candidate would fit your needs as well as fit into the culture you’re building. Now you’re ready to hire your perfect match! Good luck!