How to have a hassle-free hiring process
13 FEB 2019

Published by Kandice Menzie

INSPIRATION . ADVICE

How to have a hassle-free hiring process

Even with an expert recruiter *cough* on your side, working out which candidates are the most qualified to succeed at your company, and who will stick around for the long haul, can be a long and expensive process. However, there are techniques to ensure the interview stage isn’t stress-inducing; read on to find out what they are.

  • Stick to structured or semi-structured interviews

Getting the right answers out of the candidates you decide to interview requires asking the right questions, and often the easiest way to do this is to adopt a structured approach most commonly used within corporate environments. 

A structured interview is a process established by HR in which all candidates are asked the same predetermined questions in the same order. Your team will then rate each candidate using a standardized scoring system.

For the creative industry, this approach can be way too rigid - especially if having a certain personality trait is a key part of the role. However, the technique is great to draw from, as by asking each candidate the same questions, you’ll bypass factors like personality preference which may prevent you from judging them fairly.

Questions such as:

  1. Talk about how you would handle [mention a task specific to the role].
  2. Can you tell me a little about yourself?
  3. What is your greatest professional achievement?

Can be dotted in between general conversation to help you to determine who is right for the role, and not just who you’ll get on with the most.

  • Implement an initial assessment

Before you call a candidate and invite them to an interview, why not send them across a preliminary task to complete.

Role play could work for client service roles. For marketing jobs send across a case study, and for design roles offer a hypothetical brief.

Some companies save this for the second stage of the interview process but asking candidates to put pen to paper pre-meeting lets you see upfront if they really have the skills you’re after.

An unbelievable number of candidates apply for roles regardless of whether they meet all the requirements or not

so an initial evaluation could save you some valuable time.

  • Be brutally honest in your job description

To help both you and the candidate ensure a mutually beneficial fit from the get-go, make no bones about what’s required from your future employer in the job advertisement. We swear by this tip here at Gabriele and make sure our job ads are crafted to perfection to eliminate time wasting on both ends.

Your job description should allow you to correctly identify qualified candidates from the start

Be accurate and upfront about the attributes you desire. Try to list the characteristics you need rather than just the skills, and if you have any non-negotiable’s list them under ‘essential’.  

  • Use a recruiter

If you want to find your perfect match with minimal effort, its best to enlist the help of a professional, yes, we mean us.  By working with a recruiter, all you’ll need to do is specify the qualities your ideal candidate must have, e.g. an outgoing personality and 5 years’ packaging design experience, then let us work our magic.

We will headhunt and speak to each candidate on numerous occasions before we send them off to meet you.

Going via a seasoned recruiter is a fail-safe way to ensure your time isn’t wasted with inappropriate suitors who only look good on paper, so just get in touch; we’d be happy to help with your search.

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