Trick or Treat?

Finding quality talent remains a challenge in the marketplace. Workers looking for sustainable employment know all the rules of interviewing and getting a foot in the door. Ai helps people write a near flawless resume and provides a list of interview questions and the perfect response. However, Ai cannot replace human intuition. Your gut feeling remains the best way to secure the right talent to fill positions within your organization.

Occasionally, there will be one or two candidates that slip through your professional radar. Desperation may drive decisions. Urgent needs may reduce the time needed to properly vet potential employees and make the best decision. How do you ensure you are getting the best talent available in this challenging market.

1. Use group interviews. A second set of eyes is good to catch what others may miss. Try using two people as part of the hiring process.

2. Look for errors in the Ai resume. Many candidates will use Ai, but not proofread their documents. Look for inconsistencies in the content and ask them to explain all their work and educational experience.

3. Check references. Professional references remain a great way to vet potential employees. Listen to their critiques and don't ignore possible red flags.

4. Observe their posture during the interview. Are they engaged? Are they alert? Do they present themselves professionally in attitude and appearance? What you see is what you get.

5. Do a "smell" test. If a person show up to an interview with a personal issue in their character, take note.

6. Use situational interview questions. Put candidates in business situations and see how they respond. Look for their ability to do critical thinking and demonstrate emotional intelligence.

7. Do a personality test. People work well within certain groups. Do a mini assessment of their personality to see if they are a good fit for you team or organization.

These are a few tips to help you get the best person for your company. They are out there. Be wise and have patience.