• Be sure your hiring is aligned with your company’s core values. Ask questions that determine how well suited the candidate is not just in a certain skill set but also in relation to the core values you and your company find most valuable.

  • Practice full disclosure. When outlining the job, tell the candidates about the good, the bad, and the ugly of the position. There’s no use in hiding the not-so-glamorous side of the job. If a required task such as ‘cold-calling’ is going to be a deal-breaker for the candidate, we’d rather know now than 4 months down the road after we’ve spent time and energy onboarding and training this person.

  • Give them a hidden task. Try asking the candidates to reach out to you via email by Wednesday to follow up on your progress in choosing a candidate. If only two people respond by Wednesday or by the mode of communication you’d requested, these may be the two that are best at following instructions or most likely to reach a set deadline.

  • Be sure your hiring is aligned with your company’s core values. Ask questions that determine how well suited the candidate is not just in a certain skill set but also in relation to the core values you and your company find most valuable. 
  • Practice full disclosure. When outlining the job, tell the candidates about the good, the bad, and the ugly of the position. There’s no use in hiding the not-so-glamorous side of the job. If a required task such as ‘cold-calling’ is going to be a deal-breaker for the candidate, we’d rather know now than 4 months down the road after we’ve spent time and energy on-boarding and training this person. 
  • Give them a hidden task. Try asking the candidates to reach out to you via email by Wednesday to follow up on your progress in choosing a candidate. If only two people respond by Wednesday or by the mode of communication you’d requested, these may be the two that are best at following instructions or most likely to reach a set deadline.