Hiring? Eight Steps to Help You Choose the Right Candidate

The right team can make or break your business. A team that gets along well can help your company innovate and stand out among your competition. On the flip side, a team that is dysfunctional can drag down morale and efficiency, creating internal problems that take away from the work at hand.

While teams require a number of elements to function well — including a thoughtful manager — one way company leaders can ensure they’re setting their teams up for success is by hiring the right team members. But choosing the right person out of a pool of candidates can be a challenging task, so how can leaders determine if they’re making the right hires?

Below, the business leaders of Rolling Stone Culture Council offer their advice, each weighing in with one step companies can take before and during the interview process to make sure the next hire they make will be the perfect one.

Start by Treating Them How You’d Want to Be Treated

Having the right team is the most crucial thing for any business to continue to grow or thrive. I believe in the old saying, “Treat people how you want to be treated.” That is, fairly, kindly and freely. I’m not a leader who likes to babysit; rather, I listen, collaborate and share what I might have learned from prior experience to strengthen our team’s continued growth as just that — a team. – Chris Bianchi, CB Entertainment

Take Them Out of the Formal Interview Process

Picking the right person that will fit in your organization is always a bit of a gamble. We all show the best side of ourselves in the interview process, so I think it’s important to take candidates out of the formal interview setting to really understand what they are about. I often find out more about a person during a 15-minute coffee chat than a multi-hour interview process. – Chris Oakley, ZOO Digital Group plc

Learn About More Than Their Basic Qualifications

It’s essential to go beyond the basic qualifications when evaluating candidates for a job. Don’t just focus on their successes; ask about their failures and how they handled them. Also, learn about their interests outside your specific industry and what motivates them. It will give you a more complete picture of the person and how they may contribute to your company’s growth. – Michael Klein, cannabisMD

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Consider Their Compatibility With the Company’s Culture

You have to consider the compatibility of the candidate’s work style, values and aspirations with the company’s culture. It acknowledges that, while skills are crucial, the ability of an individual to integrate and collaborate within the organizational environment is equally vital. Employees who resonate with the company are more likely to be engaged, productive and loyal, fostering a positive workplace atmosphere. – Billy Carson, 4biddenknowledge Inc.

Get to Know Their True Character

Do I actually trust this person? A LinkedIn profile can look great. A resume can be stellar. But, it is the hire’s character that really defines the level of impact they’ll have in an organization. It’s easy to be a wolf in sheep’s clothing or do a bait-and-switch once a contract is signed. This is an area where asking that simple question and tapping into your gut feelings may prevent future chaos. – Jennifer Sodini, Hidden Hand Media

Consider Whether They Can Effectively Reach the Company’s Goals

First, write out a detailed job description. Then, ponder the three qualities this ideal person must have. Interview at least five people, speak with references and run a background check. After due diligence, go inward and meditate on each person. The person who looks amazing on paper isn’t always the right person. Which person will most effectively reach the company goals? – Baeth Davis, YourPurpose.com

Dig in to Their Previous Career Experience

Aside from looking at their track record, try to interview the people they used to work with. Do not just dig into their professional qualifications and achievements. Also try to find out their work habits, preferences, emotional abilities and other factors that may help or hinder their work and relationship with you. – Zain Jaffer, Zain Jaffer Foundation

Ask Fun, Insightful Questions

Picking the right hire is not easy, nor is there an exact science to it. Do your due diligence, but, more importantly, take time to get to know the person. What are their likes, dislikes, family situation, commitments and dreams? A question I love asking is: If I gave you a magic wand, and you could have anything you wanted in the world, what would that be? Fun and super insightful. – Adrianne Fekete, I Am Unbreakable™ Global Media