Hiring a new staff member for your company is one of the most important functions you can provide. Working with an experienced hiring professional is key, prior to taking on this project.
In order to be as objective as possible, you need to establish a basic job description for the position which includes a synopsis of duties, skills needed to carry out the responsibilities and a pay range for the position. If this information already exists, this is a good opportunity to update the description.
Next, coming up with a set list of questions, which will be asked of each job applicant is key. Though every interview will not be exactly the same, and people will go off on tangents, it is important to compare like information about the candidates in your final selection process.
“Two heads are often better than one” in reaching a hiring decision as different people will see the same candidate differently, based on their own set of experiences. Having three or four people talk with a candidate is often ideal. Subsequent to the individual (or team) interviews, all the interviewers can meet and discuss the merits of each candidate and come up with a recommendation.
In selecting candidates for interview, be sure to use the criteria set out in the job description for deciding who to speak with in person. Certainly, if a candidate does not present a well written, properly prepared resume, he should not be interviewed for that reason, even if his qualifications might otherwise seem appropriate. As long as the hiring manager does not play favorites – selecting some marginal resumes and not others – he can not be deemed as discriminating against an applicant.
Making the final decision
When several viable candidates are found for a job, the selection process is more difficult. No two candidates will have identical skills and backgrounds, but if one is significantly more qualified than another, and is not selected, the reason for not selecting her needs to be job related and substantive. It is fine, however, if two applicants are equivalently qualified and one is selected because of a better fit with the organization or the department.
Giving everyone a fair chance is in the best interests of the company and the individuals. Use job related criteria, skills and questions for all applicants and avoid making judgements about the person, not pertinent to the job requirements at hand.