Managers play many roles, and that often includes the job of hiring. They are looking for the missing puzzle piece to complete their team. While filling positions may be part of a manager's duty, it often requires skills different from those they use every day. For instance, knowing how to tell if someone is a good fit for the job can be tricky and isn't something most people can intuit.

For this reason, teaching managers how to interview and hire should be part of your leadership training program. HSI offers a wide curriculum of such topics, and the eLearning videos are easy to assign and engaging to watch. Browse our leadership training videos and take a look at these tips for identifying whether a job candidate is a good fit.

Identify your company and team goals

Hiring someone is a transaction. You need an employee who can help your company meet its goals, and the candidate needs a job. If that individual can't get your team or your business closer to its goals, that person is not a good match.

So before you meet with anyone, go back over the things your company and your team wants to accomplish and determine what you need to do that. Review your company's mission and vision. If one of your goals is to unify your team, a candidate who is great at collaboration and familiar with building effective groups may be an ideal option. If your company has a focus on innovation, look for candidates who have demonstrated creativity and imagination in their past.

Review the job description

The job description should clearly identify the essential responsibilities and duties. It should state specific qualifications and skills required. Ideally, there will be detail about how success will be measured and give examples of the work tasks and projects.

To prepare for the interview, create questions linked to each of the primary responsibilities or skills you seek. Don't just go through the job description with the candidate. Ask probing questions about how they have handled similar projects or situations in their past positions. Divide the questions between the people who will be interviewing the candidates so you can get a wider variety of opinions and information and avoid too much repetition.

Consider work style

Everyone has their own work ethic. Some people like to focus on one thing at a time while others prefer switching focus, for instance. Most of the time, jobs can accommodate numerous work styles, but making sure the role and the candidate are compatible is still important. A job that requires someone to be very independent may not be a good fit for individuals who need guidance and structure. Or, collaborators may not perform well in isolated situations.

Even things like how you act in meetings can be considered work style. Does your company have a more serious tone while this individual is relaxed and lighthearted? Are they proactive and do they take initiative? Or do you need someone compliant who will quietly do their job and not disrupt the process?

Remember company culture

The role for which you're hiring doesn't exist in a vacuum - it's part of your company, and your company has a culture. Even if the individual seems like the perfect match for the job, it doesn't mean he or she will feel at home at your business.

Asking strong questions, getting to know the candidate and even spending time together informally outside of the office can help you gauge whether he or she would feel comfortable in the culture you've created. Don't overlook this step, as a poor culture fit could make things difficult for both you and the new hire. He or she is more likely to burn out or have a short tenure if the culture doesn't click.

Follow the law

Don't forget to work with your human resources or legal team to ensure you follow the correct process for legally hiring. It's important to be aware of the laws that are enforced by the EEOC. Some of the employment laws you should be familiar with include Title Seven of the Civil Rights Act, The Pregnancy Discrimination Act, The Age Discrimination in Employment Act, and The Americans with Disability Act.

Make the offer

All these tips can help you discern between someone who is a good fit or a bad fit for the job. Which skills are "must haves" and which can be taught on the job? Is the candidate a cultural fit for your team and the company? How soon can they start?

Our off-the-shelf training videos can provide your hiring managers with the training they need to make the right hiring decisions. We cover legally hiring and all of the topics mentioned above. We have courses on recruiting, an interview checklist, communications, active listening, working well with everyone and much more.

Additional Resources

• If you are building a team, you may find our blog post helpful "7 Characteristics of Winning Team Dynamics."
• Critical observation skills will be helpful during the interview process. Read our blog "How Do You Train Critical Observation?"
• Request a trial of our HSI LMS and access all of our training videos, including those mentioned above.