Hiring the perfect candidate can be a tiring process; here are 5 tips to help save you time and money on finding the perfect employee.

1. Look past the background check

A basic background check on a candidate can reveal criminal backgrounds, credit history and employment history but what about the candidate’s personality traits, salary expectation and skills sets, these can all easily fly under the radar.

As a recruiter the key is to conduct basic pre screening tests to get a better insight about prospective candidates. This involves a mandatory personality and behavioural assessment, which the candidate will be able to complete before the face-to-face interview. Using this simple test allows you to see past the background check and begin to understand the candidate prior to organising a time to meet.

Another method is to run a quick social media search. We are a tech savvy society; our everyday life is posted online. By searching Facebook, Twitter, Linked in and Instagram you will be provided with a better insight into the real personality of the candidate.

2. Ask the right questions

Reference checks are a key requirement in hiring an employee, but are you asking the right questions?

Instead of asking yes and no questions, try asking questions that allow for the referee to expand on their answers. The referee should be the one guiding the conversation. Listen carefully to what the referee is saying and ask any questions relating back to their answer. This method will enable them to have a smooth conversation, which will be more honest and reliable.

If you still want to get a further opinion, ask the referee if they know any one within the company that would be able to provide another reference for the candidate.

3. Know your stuff

It’s a common practise where candidates produce a story of their successes in past positions. But are they real? A great deal of the time the candidate in their mindset is about to walk in to another “agency interview.” Where they will be asked the same scripted questions such as “ What is your greatest strength and weaknesses?” This allows the candidate to also script their answers.

To stop this from occurring the best thing to do, as a recruiter is know your job description and who you are looking for. Write a list of the skills the candidate must have in order to proceed in obtaining the position.

By doing this you will be able to pinpoint the necessary skills the candidate needs, as opposed to the likeable traits. This will enable you to ask the right questions and get honest answers from the candidate.

4. Testing the best

Once the interview is completed you should set the candidate a task. This does not need to be a difficult task/project but it does need to showcase their skills and why they are right for the position. When asking the candidate to embark on the task, let them know that they will have a better chance of getting the job, as the employer will be able to see their skills.

Make sure the task is not time consuming, as it’s important to remember that they are doing this for free. If it is going to take some time to complete, remember that compensation for their time may be required.

5. A Recruiter’s job is never done

Hitting placement requirements is part of the recruitment game, but it’s not the sole focus. In order to reach the requirements you also need good candidates. This is why developing long lasting relationships with your candidates is important. Once you know they are honest and reliable, ask them if they know of any friends or colleagues who may be looking for new opportunities. By getting referrals you will bypass searching though hundreds of resumes, which in the long run will save you time and money.