Photo by Thomas Lardeau on Unsplash
When hiring a new employee, almost every company is looking for someone who is going to be around for the long run. While every company has its own interview processes, there are steps that can be taken to do a better job of assessing a candidate's tenure potential. Here are a few ways to better assess your candidates to find a long-term employee.
Find out the candidate's career goals
Their goal may be to earn more money. Possibly, they are looking for a company that offers career growth opportunities in the future. Or maybe they are looking for a position with less travel or the ability to work remotely. Ask the candidate what their career goals are. Is this something your company can provide? A great long-term relationship starts when BOTH the candidate and the company are happy.
Involve current employees
Rather than just explaining the company culture, give the candidate the true experience. This allows the opportunity to test if they could be a fit. It also gives the candidate insight into their potential future coworkers. This is another great way to collect more info, ask more questions, and utilize the team to contribute to this big decision.
Look at their past
Most companies steer clear of the “job hopper” for understandable reasons—we are looking for a long-term employee. However, if you see a qualified candidate's resume with a few short tenures, do not automatically rule them out. Ask them about it. Oftentimes, the candidate has already prepared for this question and it may have been a situation beyond their control, such as a company closing, pandemic, etc. In these cases, the candidates themselves may be craving stability in their next role.
By hiring for longevity, you will save yourself time, money, and effort in the future.
Written by: Emily Onheiser, Senior Search Consultant at Hunter Crown, LLC
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