<p>When it comes to hiring the next top-notch employee for your company, finding the perfect fit can be tricky. There can often be an overwhelming number of applications to sift through, audit and (hopefully) take to the next stage. When you’ve whittled it down to the final few and carried out the interview stage, things can get even tougher. So, how do you choose?</p>
<h2>Quality Control for Your Talent Pool</h2>
<p>First things first, posting your job on reputable career sites will attract the best quality of candidates. If you’ve been overwhelmed by irrelevant applications, it might be time to look for a more <a href="https://lp.trueprofile.io/recruit-medical-staff-free-trial/" target="_blank" rel="noreferrer noopener">reliable recruitment solution</a>. Hiring tools which are information-rich and offer a deep dive into who the applicant is, their experience and why they are qualified for the role is so much more practical than simply being provided with a name and an email.</p>
<h2>Qualifying Your Shortlist</h2>
<p>Once you’ve got your talent pool in order, you can then check that these individuals have the <a href="https://businessblog.trueprofile.io/cv-fraud-which-industries-are-most-at-risk/" target="_blank" rel="noreferrer noopener">right skills, qualifications and experience</a> to carry out the role you’re hiring for. Pinpoint the essential eligibility benchmark for candidates and then make a ‘wishlist’ of additional skills, languages or experiences that could give an applicant a competitive edge.</p>
<h2>Outside The Interview</h2>
<p>Sometimes the best applicants on paper can flounder at the interview stage. This doesn’t necessarily mean they should be in the ‘no’ pile, they just let nerves get the better of them. Similarly, someone who excelled in the face-to-face interviews shouldn’t automatically be offered a job on the spot – they might be <a href="https://businessblog.trueprofile.io/the-perfect-candidate-or-someone-who-is-great-at-interviews/" target="_blank" rel="noreferrer noopener">great at talking the talk, but not so good when it comes to walking the walk</a>.</p>
<p>This isn’t to say that the in-person interview stage isn’t crucial, as it certainly is. You need to be assured of your potential hire’s ability to communicate and fit in well with the existing team, as well as demonstrating their knowledge and expertise towards the role they will be carrying out.</p>
<p>Background screening should be <a href="https://businessblog.trueprofile.io/how-to-safeguard-your-company-reputation-with-background-screening/" target="_blank" rel="noreferrer noopener">part of your onboarding practice</a> anyway, but when used at this point in the hiring process it can also help you to level the playing field. By performing a pre-employment background check, you can base your decision on sound information and trust when you verify their professional assets such as employer references and education certificates (degrees, diplomas, courses).</p>
<h2>Show Off and Attract the Right Candidates</h2>
<p>Don’t forget, if you’re an employer who thoroughly vets their candidates before hiring, this is something worth shouting about! Get your employees to <a href="https://businessblog.trueprofile.io/verify-employees-linkedin/" target="_blank" rel="noreferrer noopener">add their verifications to LinkedIn</a> in order to build trust and credibility with clients, existing employees and within your chosen industry. This can help you to attract great applicants who want to be part of your qualified team and will enable you to build up a quality talent pipeline for when you are ready to hire next.</p>
<h3>Need some help making the best hire?</h3>
<p>Get in touch with us on <a href="mailto:businesspartner@trueprofile.io" target="_blank" rel="noreferrer noopener">businesspartner@trueprofile.io</a> to find out how we can ensure you’ll hire only the best-qualified candidates.</p>