7 Hacks to Assess Future Team Members
You navigate through the dense fog of automated CVs and exaggerated descriptions to assess a future talent's technical compatibility. That's just the beginning.
The real screening starts after this.
You need to evaluate whether the person is right for your company, not just based on talent but whether they fit the company culture, attitude, and values. Kerchanshe Trading PLC vacancy has thousands of prospective talents applying and we have a fool-proof strategy to tackle this daunting task.
For all HRs who are tired of searching, here is our blog with our secret sauce to finding your perfect future employees.
Ways to Evaluate Potential Talent
1. Be aware of the company's culture
Every HR must be accustomed to the culture of your organisation. Even within a corporate setup, each business has a unique culture. Here are some data points you could focus on:
These are all data points you can represent on a piece of paper. What about the things you can’t measure like :
As an HR person, you NEED to be aware of all the above metrics and if you can explain these to another person with ease, then you’re ready to evaluate an employee.
2. Do judge a book by its cover
Don’t give us that sceptical look! First impressions do say a lot about a person. When your gut tells you that they are the one or that they are not, give it a thought.
Let’s run some scenes:
Or
Hey, we are not advising you to be prejudiced with your decisions but just be weary of the voice in your head.
3. Do they Break Under pressure?
This is a fun little activity. Ask questions that push them out of their comfy couches and make them think on their feet. How they deal with these situations. Job Vacancies and Recruitment in Ethiopia invite a huge number of applicants and you need to find the cream of the crop.
Some questions you can ask to induce chaos are:
4. Look beyond the interview room
An interview room is not a natural habitat for a candidate. Among the talents appearing for Job Vacancies and Recruitment in Addis Ababa, most feel like they are weighing the weight of the world on their shoulders.
What you can do here is look before and after they appear for an interview. How they interact with the receptionist, their mannerisms, attire, and how they represent themselves.
If it’s an online meet-up you can check their socials to see how they interact with others. It’s not creepy, it's your job.
5. Give them a taste
To get the job people act like a ‘YES-MAN’ and when things get tough they high-tail out of the responsibilities. Want to nip this in the bud? Then give them a trial run on how things are at your organisation.
Get your microscope and keep a close eye on how they handle things. You’ll instantly get a glimpse of their job related and cognitive skills.
Keynote: You are scrutinising their capabilities during an adaptation period and so they might have a difficult time expressing their full potential. So keep the process as stress-free as possible.
6. Read between the lines
An interview starts right from the first hey. Everything they do afterward should be considered a part of the interview experience. Even the grip of a handshake is a character-defining trait. As an HR it's your job to wear the Sherlock hat and analyse. A few quick things you could note include:
7. Differentiate between Active and Passive
A bad hire can make a dent in approximately. 300% of an employee's salary. With many candidates just passively applying for open positions just to assess themselves becomes an issue. Among the applicants applying for careers at Kerchanshe Trading PLC, we make sure to assess their intent through a thorough evaluation process.
Takeaway
An interview starts right from the first hey. Everything they do afterwards should be considered as a part of the interview experience. Even the grip of a handshake is a character defining trait. As an HR it's your job to wear the sherlock hat and analyse. A few quick things you could note include:
8. Differentiate between Active and Passive
A bad hire can make a dent of approx. 300% of an employee's salary. With many candidates just passively applying for open positions just to assess themselves becomes an issue.
