We have all been the interviewee and know how nerve-wracking that can be. But, when you are on the other side of the table and are the interviewer-there is still some anxiety involved. 

If you are a manager or small business owner, it can be hard to know how to pick the right person for the job you have. After all, you know a bad hiring mistake can cost you so it is important to get it right. Here are 3 tips to help you assess the talent you need and hire well:

Understand The Job You Are Hiring For 

Always start with the job and know exactly what you need in the role you are filling. Is it a replacement? Is it a brand new job? Do they need to be experienced or is the job entry level?

The more clear you are on the job duties and responsibilities, the easier it will be for you to assess the skills of the applicants. Also, pay attention and write down what soft skills you need them to have as well. For example, is collaboration really important in your culture? Do they need to be able to work independently? Do they need to be able to present and speak at meetings with executives? Start here.

Understand the Candidate’s Aspirations 

In a hiring procedure, it is essential to pay attention to the aspirations of the candidate. Better still, one must check their aspirations against the job description. Candidate’s aspirations include how they see themselves in the next few years and how they think the job would help them achieve in a period. Understanding a candidate’s career goals against the available job helps to check if the candidate is a good fit.

Do a through screening and vetting process

Checking through all information before, during, and after an interview can be time-consuming. In such a way, employers are tempted to skip some areas, such as shortening the process, not checking references or skipping assessment tests. However, it is necessary to vet all candidates appropriately to check if their skills align with the job position. There are many tools you can use to get a well rounded view of your top candidates. Employers should consider other evaluation tools such as personality tests, data, and questionnaires based on skill sets. In addition to interviews, the named measurement tools give a complete sense of skilled and potential candidates. Make sure you don’t short-change the process in an effort to be quick.

Overall, finding the right person for the job can be time consuming, but in the grand scheme it is time well spent. You spend more time when you circumvent a great hiring process because you are trying to rush through the process. Use these tips when you have your next job opening and see how it can make a difference and give you more information to hire well.

Barbara Mason is a career consultant that brings over 20 years Human Resources experience and has been in senior level roles for Fortune 500 companies. She is the owner and CEO of Career Pathways Consulting and her passion is helping career professionals stay, flow, or go in their career.

To learn more about working with her, visit www.careerpathwaysconsulting.com.