Top Ways to Identify the Perfect Candidate for Your Company



Are you hiring new employees in your business? Hiring new staff is tiresome and challenging to both the applicant and the human resource department. Since full automation of the hiring process is impossible due to the complexity of matching applicants’ skills to the job’s requirements, it is overwhelming for an employer to go through thousands of candidates applying for a single position.

The following are five ways to identify a perfect candidate when hiring:

1. Create an ideal employee’s profile

Before holding the interview, you should identify the characters and qualifications you wish your recruit to have. The profile should be developed by looking at the profiles of high-performing employees in the sector. The applicants should then fill a Predictive Index Assessment, which you will use to compare the results and get the best-suited candidate for the job. Ducknowl & ICIMS would be the best choice if your looking for talent assesemnt software at affordable price 

2. Get in touch with their references

The referees provided by the candidate are of benefit as they will tell you more about your potential employee. It would help if you went beyond the obvious questions to unravel the third-party perspective. Engaging the referees will help you to discover the candidates’ work ethics and abilities.

3. Please go through the social media and apps they use

Requesting the applicants to let you look at the apps they are using on their phones will help you know about the potential employee. Besides, learning new and excellent applications will help you understand their interest, hence getting a perfect candidate for the job.

Going through their social media activities will also help you determine whether they have any social media skills vital to your brand’s sales and marketing. Why would you fail to consider a candidate with a massive following in their social media accounts? Their ability to capture attention and share your brand will help your business grow.

4. Administer job-specific questionnaires

A good application process should provide test questions related to the job. The tests are essential in talent screening. From their responses, you will know how conversant, knowledgeable, and qualified the applicants are for the job. Questionnaires have proved that college degrees are not enough to look for during hiring, and candidates need to be knowledgeable too on the tasks they will take.

5. Get to know their non-professional accomplishments

You should hire a candidate who is active in communal activities. Look at what the potential candidate does outside the professional setting. Non-professional activities include volunteer activity and involvement in community groups. Knowing what they do outside their professional life helps in talent screening. You will, therefore, get a candidate with perfect talents that may help the business grow.

6. Read the Candidate’s body language

The body language says a lot about their personality, and you can do that by observing their arm movements, gestures, eye contact and handshakes. For example, a firm handshake and constant eye contact exhibit confidence and attentiveness. These attributes help find employees for sales and marketing jobs where one needs to engage with people constantly. 

7. Analyse their adaptability

Not all people are exactly thrilled to work while surrounded by people. Although it does not matter in jobs like coding or the technical field, it does matter in companies where most work is done through teamwork and collaboration. To know whether the Candidate is a people person and team player, you can ask them about how they handle heavy workloads, how they get things done in a group, deliberate tasks while managing a group of people, etc.

8. Find out their learning curiosity

As we live in an era where technology changes every second, you may look for a candidate adaptive to the fast-paced, dynamic environment. When a candidate joins a company, they bring something new with them. Similarly, they must also be prepared to learn new things from the company. The sync between a candidate and company can only happen when both are ready to receive and appreciate each other’s knowledge. 

To know the learning curiosity of a candidate, you can ask a question like “what would you do if we switch from “software X” to “software Y”, can you manage?” or anything relevant to the job profile.

9. Analyse the questions they ask

You can tell whether a candidate is interested in analysing their questions towards you. Are they curious, inquisitive or ask questions unrelated to the job profile? Some candidates may not ask the question. In such cases, you should be the one to initiate it by asking, “do you have any questions for us?”

Now analyse whether they ask more about their job roles, their potential future, or go directly to the salary. In that way, you can know what the priority of the Candidate is. Some candidates may prefer a better work environment and balanced work hours over a high salary or the other way round. 


Recruiters sometimes fail to look beyond the CV, but we should remember that only skills make up a good candidate. Although skills play a primary role, work ethics, soft skills, work culture adaptability, ability to make good decisions and a zest to learn are equally important.


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