How to hire the best candidate for the job

You might think that hiring the best candidate to fill a position in your business is all about choosing the person with the best qualifications and experience. 

But what if I were to tell you that the best person for the job isn’t always the person with the most experience? 

This is the idea behind strengths-based recruitment. 

Whereas traditional competency interviews assess whether a person can do the job, strengths-based recruitment assesses whether the person will enjoy the job. Instead of asking for examples of experience, strengths-based recruitment is designed to find out about a candidate’s strengths and interests. 

Questions might include things such as:

• Describe your most successful day
• What is more important – the small details or the bigger picture?
• At school, what subject did you enjoy most and why?
• What is the one thing on your to-do-list that you always leave until last? 

Using strengths-based recruitment means you are more likely to hire the candidate who will enjoy their work, and therefore be more likely to be motivated to succeed. Because of this, they are also more likely to stay with your business for longer.

Chew on this:

How can using strengths-based recruitment help you find the best fit for your team?