Recruiters have lot to figure out before calling a candidate for the interview. What adds to this is relevancy of candidate profile with job advertised. So we have tried to assimilate the best practices across globe to choose the best person for job.

1 Know what you want- Be specific about skills, job roles, core tasks, additional responsibilities, attributes that should be clearly written in job description. You’re job description should tell all that what you are looking in a candidate. Even to candidate it seems a lot easier to apply for right jobs.

2 Skills- Today’s Hiring culture has changed a lot and people are no more limited to fixed desks. They want to associate with vast range of tasks and on the same time focus on their core abilities. This makes them adaptable to cross-networks of many industries where they can be continuously employed. Start zeroing in with the relevant skills required for job-role and then start filtering the resumes with right keywords.

3 Employee Identity- Go behind the scenes and try to source more info about candidates. Here Social can be of great help as now it’s more of a necessity that every company is exploiting Social Media to leverage the best talent available and showcase their corporate brand. See whether the employee fits the organization culture or not.

4 Stay away from ‘I Like’ dogma- Don’t be a prey to ‘I like’ trap before you qualify the candidate completely. Try to add more information on papers with experience, referrals or may be questions. Do ask your team to interview candidates once to know proficiency. This will refine your instincts, intellect and even your team feels appreciated.

5 Ask relevant Questions- Know the job role and position quite well so that you can put candidate in the same situation as of job requires. Put your best foot forward by giving scenarios where they can display leadership, initiative and team-building skills. Avoid being generic in interviews and choose specific questions for each individual candidates.

6 Exploit In-house Resources - Most of the hiring today is from word-of-mouth referrals, here asking a helping hand from existing employees or collecting references from your peers, friends or industry contacts may give you the right fit without spending a dime. Use Social Media or your very own company’s website to get more people registering for the job.

7 Standard Procedures- Give candidates’ standard job application forms with their ID proofs, photographs and other relevant documents. By following standard forms you can match the basic info with their resume information and drop the ones who don’t match the criteria. This helps in getting recent info of the candidates which at time is not given on resumes.

8 Background check and References- Ask people to bring references and see whether they fulfill all the specifications advertised in job description or not. If required ask recent employer for a check or a referral of previous manager. Also try validating it via Social profiles. It saves your time and escalates other hiring tasks.

9 Interview process- Build a bit-by-bit procedure to evaluate candidate on different fronts. Skills, technical know-how, communication, team-building, leadership, stress handling, deadlines, anger hooks or conduct of a person under different situations. Divide your process accordingly and choose different people from all backgrounds to interview them.

10 Present your best- While conducting interviews not only you qualify candidates but showcase your employer brand. They are the ones who go out and share their experience about company later. So display strong reasons why people should work for your company and choose you over competitors. It can be in terms of salary, perks, timings, leave, workplace habits, culture and finally organization vision and values.

If I’ve missed any, please add in the comments section below.