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The Arts of Recruiting The "Right Person" for the job

For an employer, it's about finding the person with the right qualifications and attitudes.

Recruiting the right person for the job is difficult but not impossible. But how do we know that he/she is the right person in line or the best person in a succession of the position available? Even when the person is qualified, does it means he/she will own the responsibilities to their heart. In order to tackle these questions, we must first ask ourselves:


1. Who are we looking for?

Figure out what type of person will most likely suit the position. Does the position require a talkative, careful, diligent, active, or polite individual? Or all of it? Focus on the main and most qualities that you need, because sometimes, it is not practical to find the "perfect" person but it is sufficient to find the "right" person for the job.


2. Who are we hiring for?

Get to know and understand what your company, boss, and team's needs can get you a long way in saving time and energy looking for the right person. It might even lower your recruitment turnover by a fold. See if you are hiring a person who can lead or listen/speak and sell/follow and help. The users will be the best you got to fill in the blanks of what are they looking for, to begin with. Sometimes, users can even tell you what kind of person they are not willing to work with.


3. What are the qualifications required?

This is a textbook requirement that you need from the start. Talk to your users and figure out what kind of educational background, certification, experience, or training is required from the person they want to work with. It is as simple as that.


Now that you get every ingredient you need to select, interview, and choose the person closest to the description, you need to check certain qualities from the candidate yourself, such as:

  • Clean work record

  • Criminal record

  • Education credibility

  • Professional experience credibility

  • Professional references (from previous employers)

  • Other claims that might pose a future risk if it is fake or false

This is not part of the job description or responsibilities that you post in the job ads, but it is a critical step of the hiring process to always screen for irregularities and imperfections. If you see a "hole", you might want to figure out what is it about. Things like employment gap, short working period, insufficient references, etc. can flag you immediately in case the candidate is hiding something from you. The reason we call this art is that there is no right or wrong formula. Employers or recruiters are always urged to use their common sense, logic, and instinct to discover false information.


However, if you do not want to leave any chances and ensure that the recruiting standards of finding the right person follow the common law of internal control, you may use a professional background check service provider. They can help you save your time and reduce the risk of fraud with a very minimum cost considering the damage that can be done by a fraudulent candidate. Happy recruiting!


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