A Guide to Hiring Great Candidates

1. GET A CAREER-ORIENTED INDIVIDUAL

Among the most precise qualities you need to look for when adding a new member to your team is the dedication to develop their own career and become a better professional. A candidate who is pursuing more than one career, or who has defected severally and worked for various companies in the past without a great track record (or without good reasons), may not be a good hire for your company. 

The ideal candidate is one who will stick with your company, and who will take their position as an opening to grow their career while being an asset to the organization. For an employment history that is inconsistent, it would be a good idea to continue searching for other candidates. 

2. LOOK OUT FOR HANDS-ON EXPERIENCE 

The ideal candidate for your clinical research associate jobs should be both proficient and experienced at the job. However, in most cases, it will be difficult to find the perfect candidate. Looking particularly for hands-on experience in a potential employee is essential as they will find it easy to gel with the team quickly and familiarize with the particulars of the job. 

With such candidates, you’d also spend less resources on their training. A candidate who lacks the hands-on experience you need for the job will require more time to acclimatize and learn the details of the job. Understandably, new employees need an adjustment window to settle in, but you don’t want that period to be unnecessarily extended. 

3. PUT YOUR CANDIDATES TO TEST

A good way to improve your hiring process would be to incorporate various methodologies that have the potential to paint a more vivid picture when it comes to the analytical skills and learning abilities of a job candidate. This should go further than just reading through an individual’s resume and basing a decision on that alone.

An individual may have a remarkable resume and present themselves as confident individuals during the interview. You need to put potential employees into an analytical, grammar, or EU EPSO test, as they could have provided misleading information on their resumes. Doing this also helps you see how inventive they can be when they face a new challenge.

4. ASCERTAIN THE STRENGTHS REQUIRED FOR THE POSITION

We can all agree that most jobs nowadays are challenging to a certain degree. Suppose you run an IT company and are looking to hire an employee. Besides their proficiency, it is important that you choose a candidate with the required mental and psychological endurance that will help them handle pressure, client demands, and tight deadlines in this business. 

If you’re employing someone to do a naturally repetitive job, it is imperative that you establish whether the individual will stay motivated throughout, even if the job requires them to do the same things over and over again. If an employee is likely to experience a breakdown due to pressure, despite having an impressive CV, then they aren’t the candidate you want. 

5. DON’T IGNORE CULTURE FIT

Another important aspect that you should overlook when hiring is a candidate’s ability to fit in and acclimatize with your organizational culture. This means that you need an individual with polished social skills so that they maintain a positive atmosphere within the workplace. If anything, they’re only supposed to add to it. Given that almost all jobs involve working with others, as well as interacting with clients, it is absolutely vital that you get a candidate with impeccable social skills. 

Go through their work history and your interview questions to ensure that they aren’t susceptible to conflicts in the organization. It would also help if you conducted several references to find out how they fared with their former bosses and colleagues. Doing this will provide you a clear picture of the candidates you interview.