How to Choose the Best Candidate? Resumes are not enough!

A regular resume may be necessary for anyone who’s looking for a job, but try not to focus on it 100%. There are other aspects of the candidate than their resume.

One of the problems of a resume is that it tends to exaggerate a simple role. But the bigger problem is that there are many things resumes can't tell you about a candidate, such as if they're a type of person you could work with or not. 

Here are some non-traditional techniques that can help you look past the resume to choose the best candidates:

1. Focus on their job application

The first step in the hiring process always involves applications. Pay extra attention to how people handle this initial interaction. Do applicants create a personalised, interesting cover letter and follow up with an email a week later? Or do they just blast their resume without taking the time to communicate beyond that?

Add a special code or a hashtag to your application to weed out these candidates who just blast out their resumes. For example, “be sure to include #ireadit on your cover letter.”  This way, you'll find out immediately those who didn't put the special code weren't paying attention to detail, leaving you with only the best candidates.

2. Don't just ask the interview questions

Once you've shortlisted the best candidates, you'll want to sit down and ask the standard questions, such as specific examples from their previous work experience. But go a bit further, let them demonstrate their skills rather than just have them tell their stories.

For instance, if you’re hiring someone to answer phones, have candidates answer a mock phone call and see how they do. 

3. Capitalise on their references

It's not enough to ask for references, make sure you use these contacts to their fullest potential to get the information you need.

For instance, ask references about the candidate's interaction with the rest of the staff as well as the person's sense of humour. This way, you'd know if they're the right fit for your organisation based on their personality. 

Think of what matters to you and 0, and use that as a guide for questions.

4. Take them on a trial

If possible, take the candidate(s) for a trial before hiring full-time. In Malaysia, we have a 6-month probation period (usually). This will give you a good idea of whether the candidate is the right fit for your office.

An internship is also suitable, if the candidate does not have any prior experience or is a fresh graduate. Once they've completed their internship and you find them a great fit for your organisation, you can hire them ASAP. This way you won't only save a lot of the company's budget but also secure a potential employee.

The next time you’re looking to hire, think beyond the resume. Resumes are great for providing a list of (potentially exaggerated) skills, but choosing the best candidate requires more than a list of attributes on paper.

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