How to Get the Right Candidate on Board

Getting the right candidate on board is indispensable for any organisation or company. The basic intent and purpose of any organisation should be the well being of the people in general, because at the end of the day, we need to deal with the people only, either as a workforce for a company where the people facilitate all the processes of the organisation or the end consumer who utilizes the end products and services.

Leading and managing the workforce becomes comparatively easier if we have the suitable candidates from the outset. If you are entitled to pick and choose your people, then this 3-step method will help you out to select the right person for the job. These steps are- Estimation, Identification and Inspiration

• Estimate what “RIGHT” is: Analyse what you want this person to do and create a specific job description accordingly. What level and kind of skill sets and knowledge is required? For instance, does this person need to be “familiar with” or “expert with” MS Office tools? What personal attributes will they need to be successful and satisfied? If the team is working in an ever-changing environment, you will need a different type of person who should be pliable enough to adjust with. What type of person will fit in with your style of management and leadership? Will he require less supervision or more instruction? If you like to delegate and empower the workforce, then someone who needs constant comprehensive instructions will definitely be unhappy in your company. What kind of person will fit in with the other team members? This is really precarious, because sometimes someone who is similar is best, and at other times someone who complements the colleagues is the best.

• Identify the Right Person through Weighing Your Options: Now you have to find some potential recruits,so that you can utilize the answers you concocted in segment 1 above to draft an advertisement that helps people to know if they are qualified and trained enough and whether the job is the type they would be interested in. Once you have some prominent candidates to interview, you can again use the answers from segment 1 to help you discover and evaluate the responses. Those real time responses provide a clear picture of the candidate’s competence to do the job what you need them to do.

• Inspire That Person to Join Your Team: To survive in the volatile economic times of 21^st century, it has become imperative for the organizational leadership to inculcate a greater sense of meaning, purpose and value within their workforce. Once you have found the person you think is right, you have to sell and personify them the opportunity in your organisation. Up until now you have been focussing on your needs, but now you need to focus on their needs. As a manager and leader you need to ensure a certain balance in all your decisions to address the need of the task, the individual and the team as well. When you know what motivates a person, you can give them things that foster self motivation.

So,choose the right person for the job, he will be a happy person while discharging his duties,which in turn will make you a happy manager and leader!!