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Hiring the right employee is a serious business matter. It is so serious that sometimes a good or bad employee can turn the tables for an organization and make all of the difference. Of course, this “difference” could be good and it could be bad. Maybe a dud worker will do enough to ruin the business, while an unexpectedly amazing worker could bring in something entirely new and keep your business up and running like never before.

What I’m about to tell you is something you may not have heard before. You can NOT determine the unexpectedly amazing worker will do what he’ll do during the recruitment process. Likewise, many people end up hiring duds (despite their immense qualifications and experience) only to realize later that they are more of a burden than a blessing. Although, you are trying to assess the “perfect fit”, it is still difficult to figure out exactly how they will perform.

But wait, I said difficult, not impossible. Here are four rules you can go by to make sure you hire someone who won’t waste your time.

1) Really Get To Know Them:

An hour’s worth of time is just too less to figure out the right person. Try to really get involved with the person and engage your candidates. Conduct more than one interview to get to know who they are, what their aims are in life, and how you think they can “add” to the company.

Multiple interviews with multiple observers will produce several opinions from various viewpoints. Ask each manager/ interviewer to get involved and ask different questions. Allow each of them to rate the candidate separately on a scale of 5.

Also, don’t shy away from searching your applicants on the web either. Social networks such as LinkedIn, Twitter, and Facebook might have a lot of information (not listed on the resume) that will allow you to get to know them on a personal level.

2) Tell Them What’s Expected:

One of the best ways to shoo away a dud is by telling him what’s expected from him before he even starts. The interview is the perfect moment to ask job related questions in order to assess whether or not the candidate is interested in the nature of work. Being able to perform the job in the way that is expected by the managers is of utmost importance since the position is more important than the recruit. Be very clear about the job requirements to prevent any misunderstandings. A good strategy is to ask them what they know of the job position before you lay out your own expectations.

3) Talk to the References:

The reference section is there for a reason. It’s time you really use it! Check the references and ask as many questions about the pending prospect as you can. The questions should include everything from what their personal views are about person (in general) and how well they think they can perform in the given position. Don’t restrict the reference section to superiors only.Ask questions related to the applicant’s personality or skills from workmates, professors, teachers, underlings, or anyone who they interacted with on a daily basis during their academic or professional experiences.

4) Hire Team Mates to Make Judgments on Compatibility:

A separate interview involving the team members or team manager is crucial. Not only will they be able to better assess the exact skills required for the job, but also the compatibility with the environment and other workmates. Each department may have their own culture and having a “cultural fit” can be crucial to team success. If a specific skill is being assessed, a practical short test on-the-spot is a good way to examine the required talent.

About Author: Ashley Sanford works at Peak Dissertation supervising a panel of professional dissertation writers. She’s also a passionate blogger with a core interest in leadership program and consultation. Contact her on Facebook.