Hiring the right candidate is critical to building a successful team and organization. Reliable employees are the backbone of any company, as they consistently meet expectations, deliver quality work, and contribute positively to the workplace. However, identifying such candidates can be challenging when you have a sea of applicants.
The Secrets to Identifying Reliable Candidates
Thorough Resume Evaluation
Six to eight seconds. That’s how long the average recruiter looks at a candidate’s resume. We encourage you to break this mold by reassessing how much time you spend on a resume review.
A candidate’s resume is often the first impression you have of them. Pay close attention to consistency, job tenure, and accomplishments. Look for candidates with a stable work history, minimal employment gaps, or job-hopping. Reliability often correlates with the ability to commit to a role for an extended period. Also, consider soft skills and their potential fit within your team.
Consistent References
Checking references is still a crucial step in the hiring process. Take advantage of this. Reach out to former employers or colleagues to gain insights into the candidate’s work ethic, reliability, and interpersonal skills. Consistent positive feedback from multiple references strongly indicates a reliable candidate.
Behavioral Interviews
Behavioral interviews go beyond traditional questions and focus on a candidate’s past behavior in specific situations. They’re highly effective tools for any interviewer. Ask questions that require candidates to provide examples of how they handled challenges, worked in teams, or met deadlines. Reliable candidates often demonstrate a track record of responsible actions and problem-solving.
Skills Assessment
In addition to interviews, consider a skills assessment relevant to the job. For developers, this means a coding test. For writers, a writing test. UX/UI designers should show their creativity. These assessments can help you gauge a candidate’s abilities and determine if they possess the skills necessary to excel in the role. Reliable candidates are more likely to perform well on these assessments.
Consistency in Communication
The best candidates exhibit consistency in their work and their communication. Pay attention to how promptly candidates respond to emails, phone calls, or interview requests. Inconsistent or delayed communication can be a red flag for reliability or potentially illustrate a need for more organizational skills.
Passion for the Role
Passion and enthusiasm for the job are often indicative of reliability. Candidates who genuinely enjoy their work are more likely to stay committed and motivated. During interviews, gauge their interest in the role and the organization to identify those who are genuinely invested.
Problem-Solving Skills
Problem-solving is a soft skill that employers should screen for. The most resourceful candidates possess strong problem-solving skills. These professionals can troubleshoot, adapting to unexpected challenges to find solutions without becoming flustered. Ask candidates about specific instances where they encountered obstacles at work and how they overcame them.
Dependability in Past Roles
Probe candidates about their past responsibilities and how they managed tasks and projects. Did they consistently meet deadlines and deliver high-quality work? Inquire about their reliability in meeting commitments. Also ask the candidate’s references about these characteristics.
Cultural Fit
It is critical to assess a candidate’s cultural fit within your organization. Reliable candidates align with your company’s values, mission, and vision. They are more likely to thrive and contribute positively to your workplace culture. These candidates are the cream of the crop because they will also be more likely to fit in with your existing teams.
Trust Your Instincts
In an era of behavioral interviews and candidate testing, sometimes your gut still offers the best insight into the suitability of a job candidate. Intuition still plays a significant role in identifying reliable candidates in most job interviews. During this process, pay attention to your feelings about the candidate. Sometimes, your instincts can lead you to recognize certain traits, such as honesty and dependability, that may not be immediately evident.
Trial or Probationary Period
Consider offering a trial period or probationary period for new hires. This “try it before you buy it” helps assess their performance and reliability on the job before making a long-term commitment.
Need Hiring Help? Look to ADDSTAFF
ADDSTAFF is a professional recruiting firm specializing in finding the reliable candidates you need—fast. We’ve nearly perfected the art and science of getting to know job candidates, and we can significantly impact your hiring process. Let us help you find the right fit for your company. Contact us to find out more.
