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How to Hire the Perfect Candidate

At ITAC, we value relationships over and above the next deal, and we are dedicated to playing the long-game, rather than playing solely for short-term wins. At ITAC, we value relationships over numbers and are dedicated to sticking around for the long-haul rather than the short-term win. Matching great people with great companies and seeing those relationships flourish is such a rewarding experience. In the spirit of Valentine’s Day, you might as well compare us to Cupid.

ITAC Nashville’s Market Leader Kemper Trull and Associate Recruiter Annie McRee shared their advice on finding the perfect candidate match:

  1. Establish core company values: If you haven’t already done so, Kemper suggested establishing core values for your organization and possibly each team within your organization. Once these traits have been identified, create interview questions that will reveal how well someone fits with your company and team’s core values.
  1. Keep an open mind: Annie and Kemper emphasized that it is important to keep an open mind during the process and consider the intangible qualities that would help take the role at-hand to the next level. “By simply matching tangible skills, you limit your candidate pool and suppress the imagination of outside ideas on existing roles,” Kemper said. “Combine tangible and intangible skills to find someone who can grow into the role and possibly make it more than you originally imagined.” Annie pointed out, “Some of the best employees may not have the exact background you are looking for, but they have the traits needed to be a great employee and are willing to learn.”
  1. Gauge the candidate’s interest: The last thing you want to do is get your hopes up about a potential new hire who seems disinterested and aloof. Annie said to consider the simple things like whether they were on time to the interview or if they engaged by asking detailed questions.
  1. Isolate the most important attributes for the role at-hand: Kemper recommends gearing your interviews toward assessing someone’s strengths in those attributes. For example, Kemper said, “If Excel skills are critical, send candidates an assessment; if presentation skills are critical, ask about this experience or even ask candidates to prepare a brief presentation!” Thinking outside-the-box will help you get a better read on the candidates’ skills and performance level.
  1. Make a quick decision: Annie stressed that the good candidates are not going to be available long, so it’s important to avoid dragging out the hiring process. If the interview goes well, go ahead and introduce them to the rest of the team, walk them around the office and give all the details they need to make a decision.

As an employer or hiring manager, it is your job to fill empty positions and build a cohesive and effective team. We realize this is no easy task, but ITAC is here to hold your hand through the process. Contact an office near you today!