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Finding ‘The One’

On08/ 02 /18
Valentine’s Day is just around the corner but we know how difficult it can be to find that special someone. We’re not talking about finding your soul mate, we're talking about finding the perfect employee, which can be just as tricky, if not trickier, than finding your Valentine. 

Does the candidate add value to the business? Do they tick all the boxes and are they the right fit in terms of personality? It can take months to recruit the perfect person, but if you follow the advice set out below, and exercise patience, you'll discover that good things come to those that wait:

1. Don’t judge a book by its cover 

If you have ever been on a dating site, you will likely have noticed that many profiles include outdated information, laden with grammatical errors. However, when it comes to the crunch and you meet in real life, you discover that they are very different in person.

The same applies to CVs and LinkedIn profiles. On paper, people come across differently. Many job applications are rejected because of poor layout and unengaging content. If you are really serious about discovering your dream employee, why not pick up the phone and speak with the candidates directly to assess whether they might be a good fit. You'll get a much better sense of the person from speaking to them or meeting them face to face. 

2. Hire a professional matchmaker 

A great way to find someone that you have that 'spark' with is to hire a professional matchmaker, or recruitment specialist, who can support and bolster your efforts to find 'the one'. An experienced recruitment consultant will be able to guide you and steer suitable candidates your way, enabling you to concentrate on the interview process rather than trawling through CVs trying to identify the ideal candidate for you and your business. 

3. Check their online footprint

Before arranging an initial meeting, some companies might want to take a look at the applicants’ online profiles to get a sense of their experience, who they are and what they enjoy. 

You might also be able to use social media to establish whether the candidate’s CV experience matches his/her LinkedIn profile as well as if the person comes across as reputable and reliable. 

4. Meet in person

Meeting a potential employee in person is just like a first date – your main objective should be to discover whether you and the candidate share the same interests and goals, which is crucial to create a meaningful, long-lasting partnership. 

When it comes to conducting a first interview, make sure you are sufficiently prepared and show respect by switching off your mobile phone to avoid any distractions. Be engaged in the conversation, carefully watch their body language and create a friendly atmosphere to make the candidate feel welcome and relaxed. 

Just like on a first date, try not to let your emotions take control and even if you instantly like the candidate, allow yourself some time to think about it later. After all, you both need to walk away convinced that the job would be a great fit, so give yourself room to think. 

5. After the meeting

Providing feedback is really important whether for a date or for an interview. That way, everyone is very clear on where they stand. 

Things to look out for in a good interview include ease of conversation, knowledge of the company and role, appropriate dress and honest answers.

The list of things that should concern you includes complaining about past relationships (past jobs, in this case), awkward silences and closed body language. 

Try to call the candidate within 72 hours to present your feedback. This will not only help the person to understand whether he/she is the right fit, but also will allow you to gather some feedback about yourself and the company. 
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