<div class="tldr">
<p>A well-structured hiring process is critical for business success. Companies that continuously refine their recruiting process are more likely to succeed in hiring the right candidate — someone who not only has the required skills but also aligns with company culture and long-term objectives. In today’s competitive talent market, applying smart hiring tips and leveraging modern recruitment technology can significantly reduce costly hiring mistakes. When executed effectively, an optimised hiring process improves productivity, strengthens workplace culture, and supports sustainable organisational growth.</p>
<h2>TL;DR</h2>
<ul>
<li>Sourcing the right employee is crucial for boosting productivity and positive workplace culture.</li>
<li>Go beyond standard interviews by challenging candidates and observing their true behaviours.</li>
<li>Use diverse perspectives from colleagues and paid homework tasks to better assess fit and skills.</li>
<li>Prioritise diversity for creativity and financial benefits.</li>
<li>Ensure candidates align with your organisation’s culture and trust your instincts during hiring.</li>
</ul>
</div>
<p id="docs-internal-guid-e6e83454-7fff-40dc-a85e-38731c1dec56" dir="ltr">Sourcing the <strong><a href="https://www.ismartrecruit.com/blog-top-9-tips-for-hiring-great-employee">right employee</a></strong> is challenging. If you end up hiring the wrong one, this could be a costly affair but if you are fortunate enough to find the right one, you would be developing a successful employment relationship, boosting productivity, and leaving a positive impact on the overall work environment.</p>
<p>Onboarding the right person for the job is just as important as developing an effective performance appraisal process, <a href="https://www.cgtstaffing.com/resources/execute-workplace-investigations/" target="_blank" rel="noopener">workplace investigation process</a>, etc. Most companies in the <a href="https://hbr.org/2019/05/your-approach-to-hiring-is-all-wrong" target="_blank" rel="noopener">USA (almost 40%) have outsourced</a> a portion of their hiring process. That doesn't mean there is nothing you can do to source the right candidate (if you have outsourced hiring).</p>
<pre><img src="https://www.ismartrecruit.com/upload/blog/hiring_process1.webp.dat" alt="hiring process" width="1260" height="709"></pre>
<h2><span id="docs-internal-guid-81f3c340-7fff-5976-9788-b8c4a0702d47">A Hiring Manager's Guide to Hiring the Right Employee </span></h2>
<p><span id="docs-internal-guid-46e41e1a-7fff-a533-b3ad-7a56933deb2c">There are some unconventional tips every hiring manager must be aware of.</span><br>Forget <strong><a href="https://www.ismartrecruit.com/blogs/interview-process/tips-for-interviewers">standard interview procedures</a> </strong>for a while and embrace the modern approach to finding the ideal candidate for the position vacant.  Let's begin:</p>
<h3><span id="docs-internal-guid-771eec85-7fff-d942-cdb1-120fa65dcb27">1. Go beyond the standard job interview</span></h3>
<p id="docs-internal-guid-3a04d5bb-7fff-1802-209e-c87779dc2c62" dir="ltr">What does a typical job interview look like, you ask? It's a conference room meeting where you are shown a pristine resume and you ask the interviewee standard questions like:</p>
<ul>
<li dir="ltr" aria-level="1">
<p dir="ltr" role="presentation">Why should we hire you?</p>
</li>
<li dir="ltr" aria-level="1">
<p dir="ltr" role="presentation">What are your strengths and weaknesses?</p>
</li>
<li dir="ltr" aria-level="1">
<p dir="ltr" role="presentation">Where do you see yourself in 5 years and so on….</p>
</li>
</ul>
<p dir="ltr">The interviewee answers these questions like a pro, you do a reference check, make an offer and hire them, and hope that everything works out fine. This is especially true in customer-facing roles, where <a href="https://wellyx.com/blog/hire-the-right-employees-for-gym/" target="_blank" rel="noopener">hiring gym employees</a> requires careful evaluation of attitude, communication, and service fit. A month later, the new hire starts complaining about the work. As a result, you start wondering if this was a mistake.</p>
<p dir="ltr">To avoid this, <strong><a href="https://www.ismartrecruit.com/blogs/interview-process/conducting-job-interviews">go beyond the typical interview</a></strong>. Find new ways of understanding how that person thinks. At the same time, make things challenging. Put them in a situation where they are likely to show their true selves.</p>
<pre dir="ltr"><img src="https://www.ismartrecruit.com/upload/blog/Why_should_we_hire_you.webp.dat" alt="Why should we hire you" width="1260" height="709"></pre>
<h3 dir="ltr"><span id="docs-internal-guid-8d0a1b40-7fff-45f0-9f30-30520a0fc39e">2. Throw a curve ball</span></h3>
<p id="docs-internal-guid-c8c71e54-7fff-b3c9-119a-23415aa32c3b" dir="ltr">Unusual questions can prove to be highly useful. These are great to open up a candidate and encourage them to offer their valuable insights. <strong><a href="https://www.ismartrecruit.com/blog-trend-candidate-search">All smart candidates</a></strong> will be prepared for unusual interview questions. In fact, they will try finding clever ways to turn the negatives into positives.</p>
<p dir="ltr">Just to get beyond the rehearsed answers. don't brain tease the interviewee. Questions to avoid include "how many golf balls can you fit in a car?" Such questions are a complete waste of time. They don't predict anything. They simply make the interviewer feel smart and that's not the goal you are trying to achieve, right?</p>
<h3 dir="ltr"><span id="docs-internal-guid-37f521f4-7fff-3c86-6464-34a5f40a3ff1">3. Get others' opinions</span></h3>
<p id="docs-internal-guid-f7714a9c-7fff-9ba0-1f57-9c747124a708" dir="ltr">Talking to others about the candidate in question can either confirm your perceptions or prove them wrong. Even if you think you are the best judge of character, the blind spots always remain.</p>
<p dir="ltr">To get different perspectives on a candidate, ask at least 3 colleagues to meet them. The person you are <strong><a href="https://www.ismartrecruit.com/blog-recruitment-hacks-accelerate-hiring-game">hiring is ultimately</a></strong> going to meet the team. Why not allow them to interact so that your team can share their opinion and you can ensure this particular person is a good hire.</p>
<p dir="ltr">Tap into the power of LinkedIn to find references for the candidate within your network. Press them for an unvarnished opinion about the strengths and weaknesses of that person.</p>
<h3 dir="ltr"><span id="docs-internal-guid-bba2bea0-7fff-d938-5fef-d60928ac0cdc">4. Give importance to diversity</span></h3>
<p><span id="docs-internal-guid-4a71daef-7fff-20e4-1e33-5ae8940480a8">Every organization wants an innovative team and to build one, you must find people who think differently. In other words, make your <strong><a href="https://www.ismartrecruit.com/blog-ways-to-improve-diversity-in-recruitment-for-recruiters">workforce diverse.</a></strong> It will allow you to innovate, be creative and solve problems.  McKinsey research says that companies with racial and ethnic diversity</span><a href="https://www.fundera.com/resources/diversity-in-the-workplace-statistics#sources" target="_blank" rel="noopener"> are likely to see 35% more financial benefits.</a> In other words, organizations that belief in building a diverse workforce will experience a spike in the bottom line.</p>
<pre><img src="https://www.ismartrecruit.com/upload/blog/McKinsey_research.webp.dat" alt="McKinsey research" width="1260" height="709"></pre>
<p><span id="docs-internal-guid-71760b01-7fff-77f4-0b44-1c7ed55c5ccb">Keep in mind diversity matters not because it makes your organization look good but because it's truly useful. It allows you to advance, break the stereotypes and create a new playbook of strategies instead of following the old methods. The more perspectives you have (coming from a diverse workforce), the more you are likely to excel.</span></p>
<h3><span id="docs-internal-guid-284fff82-7fff-c03f-0695-2085d862fd21">5. Assign them some homework (Paid)</span></h3>
<p><span id="docs-internal-guid-38002acb-7fff-132e-8100-de58d41e002b">Career Builder conducted research and found that</span><a href="http://press.careerbuilder.com/2017-12-07-Nearly-Three-in-Four-Employers-Affected-by-a-Bad-Hire-According-to-a-Recent-CareerBuilder-Survey" target="_blank" rel="noopener"> 74% of the employers admit</a> they have hired the wrong candidate for a position. This is common especially when you don't conduct a skill assessment test.</p>
<pre><img src="https://www.ismartrecruit.com/upload/blog/wrong_candidate_for_a_position.webp.dat" alt="wrong candidate for a position" width="1260" height="709"></pre>
<p id="docs-internal-guid-079cffa1-7fff-4ad3-4b8b-d1f8dfc525cf" dir="ltr">Speaking of tests, on-site tests certainly help access the candidate, but some people fail to perform because of the time constraints and the pressure to "perform well." Hence, to give the candidate another chance, assign them a paid homework. It could be any small task that will help you judge the abilities of the person.</p>
<p dir="ltr">This will also show you how committed they are when it comes to working at your organization. The way they communicate with you via email will also give you a clear sense of how that <strong><a href="https://www.ismartrecruit.com/blog-surefire-steps-for-effective-candidate-communication">candidate thinks and communicates.</a></strong></p>
<h3 dir="ltr"><span id="docs-internal-guid-e032976d-7fff-81ee-40fc-278e4fa6b32d">6. Identify if they are the right cultural fit</span></h3>
<p id="docs-internal-guid-ed2233bd-7fff-bd4d-aadc-1e5e48f51a27" dir="ltr">Every organization has a culture they take pride in. Let's assume your <strong><a href="https://www.ismartrecruit.com/ats-features-list">organization arranges collaborative</a></strong> initiatives time after time. You encourage your team members to engage in events, hackathons, workshops, etc. It's best to explain how your team members are expected to contribute in different areas outside of work.</p>
<p dir="ltr">Some organizations expect their employees to be available for unexpected commitments. In that case, proactive communication is imperative. This needs to be communicated upfront too. If the applicant would turn off their phone at 7 P.M. or decline invitations to additional activities, they are obviously not the right cultural fit.</p>
<h3 dir="ltr"><span id="docs-internal-guid-fc64e8f5-7fff-e1a6-9005-19fce441aad3">7. Trust your instincts</span></h3>
<p dir="ltr"><span id="docs-internal-guid-ac06b8c2-7fff-feb5-8929-78b0bb942da3">In the end, put your instincts to work. If you have doubts about a candidate, find the "why". Sometimes, everything seems alright on the surface but you still have doubts. Don't make the mistake of NOT listening to these doubts. The nagging suspicion that you have <strong><a href="https://www.ismartrecruit.com/blogs/interview-process/interview-scheduling">during the interview process</a></strong> about the candidate's attitude will magnify after you have hired them. This is exactly why you shouldn't settle for the first person you meet even if there's this pressure to fill the position quickly. Of course, no one has a perfect performance track record. But you have to find the right balance.</span></p>
<h2 dir="ltr"><span id="docs-internal-guid-cde58512-7fff-1db3-2e7b-d52e779c138b">Wrap Up With Hiring the Right Candidate!</span></h2>
<p><span id="docs-internal-guid-def74fe7-7fff-4e35-f861-2740cb739a99">Every hiring manager wants talented and driven individuals who will add diversity to their team while being a good fit for the company's culture. They also want to avoid making <strong><a href="https://www.ismartrecruit.com/blog-3-ways-to-avoid-the-bad-hires">hiring mistakes,</a></strong> which is more costly than being understaffed. This blog brings you these unconventional tips to find the right candidate from sourcing to interviewing and then onboarding.</span></p>
<div class="faqs">
<h2>FAQs - Frequently Asked Questions</h2>
<h3>How can I make interviews more effective using iSmartRecruit?</h3>
<p data-start="194" data-end="402">iSmartRecruit improves your hiring process with structured interviews, scheduling tools, and evaluation features, helping you streamline the recruiting process and hire the right candidate more efficiently.</p>
<h3>Why is diversity important in hiring?</h3>
<p>Diversity strengthens the hiring process by bringing different perspectives, improving innovation, and enhancing overall team performance.</p>
<h3>What is paid homework in the hiring process?</h3>
<p>Paid homework involves assigning small tasks to candidates outside the interview to assess their skills and commitment. This gives a clearer picture of their abilities under less pressure.</p>
<h3>How do you assess cultural fit?</h3>
<p>Clearly communicate company values and observe how candidates respond to collaboration and feedback to ensure alignment when hiring the right candidate.</p>
<h3 data-start="989" data-end="1041">How can recruitment technology improve hiring?</h3>
<p data-start="1042" data-end="1182">Recruitment technology automates screening, scheduling, and tracking, making the hiring process faster, more efficient, and more accurate.</p>
</div>