Introduction
Most hiring professionals know the frustration — and cost — of appointing the wrong person. Beyond the financial impact, poor hiring decisions can erode team morale, hinder productivity, and affect customer relationships. While no hiring process can guarantee perfection, applying a structured, research-informed approach dramatically increases the odds of making the right choice.
Step 1: Define What Success Looks Like
A well-crafted job specification should clearly outline:
- The actual work: daily responsibilities and outputs
- Minimum qualifications: education or certifications
- Experience and skills: such as system knowledge, customer interaction, or project delivery
- Behavioural traits: like resilience, curiosity, empathy, or decisiveness
- Workplace conditions: salary, location, hybrid arrangements
Step 2: Cast the Net Intentionally
Effective job advertising should be:
- Transparent and accurate about the role
- Reflective of company values
- Designed to attract quality candidates
Aim to screen at least three strong applicants to ensure a more informed selection.
Step 3: Structure the Interview Process
Make interviews more objective by:
- Using a standard set of questions linked to role requirements
- Rating responses on a defined scale
- Conducting panel interviews where possible
- Starting with easier questions to build rapport
Step 4: Supplement with Assessments
Use cognitive, behavioural, and personality assessments to:
- Measure learning potential and problem-solving ability
- Understand work-related traits and values
- Explore candidate fit beyond the CV
Step 5: Be Deliberate with References
When checking references:
- Contact at least three recent professional sources
- Ask them to rate candidates against key criteria
- Discuss both strengths and development areas
Summary
To improve your hiring process, follow these steps:
- Build a clear, specific job spec
- Interview at least 3 qualified candidates
- Use structured interviews and rating tools
- Incorporate psychometric assessments
- Conduct multiple structured reference checks
Need support designing smarter, more evidence-based hiring practices? Purple Talent Solutions can help. Email us at info@purple-ts.com
