Is it possible to hire top talent that’s also the right talent for your business, or will you have to choose? Proper planning and preparation can help you get the employee you want. How do you prepare?

Preparing for the Interview

It’s just as important for employers to prepare for an interview as it is for job candidates. In advance, determine what top talent means to your business and what qualifies a candidate as the right talent. Details vary based on the nature of the business, but some key factors are included below.

Top talent

• They are results-oriented.  Top performers get results. They have a strong work ethic and are committed to producing high-quality work and meeting deadlines or achieving goals.
• They have a reputation as leaders. They are recognized as knowledgeable team players who also lead well. They are dependable, and they help other employees with problem solving.
• They do more than what’s expected. They seek opportunities, volunteer for tasks forces, and offer ideas for process improvement.
• They are self-motivated. They can get the job done without continuous prodding. They have priorities clearly in mind, and they organize their workload to complete them.

Right talent

The right talent for an available position has what is needed to fulfill the job responsibilities, including:

• Certain qualities and abilities, such as adaptability, leadership,  professionalism, planning, and organizing, or good judgment.
• Education
• Experience
• Interpersonal skills
• Job skills
• Knowledge
• Training

 Interviewing for Top Talent and the Right Talent

Tailor your interview questions based on the job description and on how your organization defines top talent and the right talent. Your skillful preparation and how you present your business to prospective employees can attract the talent you want.

• Standard questions – Include questions about candidates’ work experiences, skills, and abilities.
• Questions to test knowledge – Ask questions to determine if a candidate can do the job. These can be questions about terminology, techniques, processes, or safety protocol.
• Behavioral-based questions – Behavioral-based questions ask a candidate to provide specific examples or situations in the workplace, along with his or her reaction. Some examples are below:
  • Tell me about a time when you strongly disagreed with direction given by your manager. How did you react?
  • Describe a time when you had to make an urgent decision and there were no supervisors to consult with.
  • Give an example of when you were not able to meet a deadline. How did you handle the issue?

Staffing Solutions that Get Results

Screening, testing, interviewing, along with reference and background checks, are tasks that many businesses decide to delegate to staffing specialists. Priority One Staffing has become a trusted resource for employers in need of call center, administrative, healthcare, financial, and human resources staff.

Discover the benefits of a partnership with us. Request an Employee!