Some people are just great at interviews. They will tell you exactly what you want to hear, and by the end of the interview they will have you believing that you are about to make the best hire in your company’s history. But then, when it comes time to actually seeing what they are capable of, you realize it has just been a whole lot of talk, which can waste you even more time and money. 

Imagine that you are narrowing down on a new hire. The applicant looks great on paper, with excellent job experience and all of the necessary qualifications. Before making a final decision, take the following steps to ensure that you are doing your due diligence and are actually hiring the person that you think you are. 

1. Do Your Research 

So, the individual says that they have handled similar projects entirely on their own in the past? Sounds great! But don’t just take their word for it. Ask for references who can speak specifically to the work that they are referring to. Beyond that, ask to see actual work samples, as opposed to just listening to a candidate’s verbal recount of past projects.  

2. Have a Trial Run

If possible, bring the candidate in for a short-term project, which will allow you to assess their knowledge and ability. Assigning a short “homework assignment” can go a long way in making your decision, and potentially save you resources and heartache down the line. Consider reimbursing applicants for their time spent on the assignment, so they know that you are serious and respect their time. 

3. Bring in the Full Team 

An individual’s job performance will also be based, to some extent, on how well they mesh with the rest of the team and office environment. Beyond the manager that the new employee would be reporting to, have the applicant meet with future colleagues as well as those who they would be managing. Here, you are looking for compatible energy and communication, which can elevate job performance across the board. 

4. Consider the Circumstances 

Another way to determine an individual’s future job performance level is to consider the circumstances of his or her application. This is an aspect that many hiring managers overlook entirely. Ask yourself if this would be a good move for their career. If not, then there’s a chance that they may not have performed well in their previous position. If it seems like you are about to get a great deal on an individual who is overly qualified, it could be a red flag and indicate that it’s too good to be true. 

Hiring High Performers 

When it comes to filling positions that have been vacant for some time, there is often pressure to hire as soon as you have a good lead. But don’t be too hasty. It will benefit all parties involved to take the extra time and effort to ensure that it’s all good fit.  


Photo by Charles Deluvio 🇵🇭🇨🇦 on Unsplash