How To Make The Right Hiring Decisions

We are way past the time when a resume was one and only source to justify candidates skills. Today, tables have turned and recruiters no longer rely on resumes to verify skills. Just an interview alone can be misleading as few are masters in the art of convincing and getting past an interview is never a big deal for them. How do you know they are going to deliver what’s promised in the interview? How to make the right hiring decisions?

Let’s help you find these answers

Hiring the right people takes time, the right questions, and a healthy dose of curiosity — Richard Branson, Founder of Virgin Group

What it means when we say “Right”:

  • People who are familiar with the job responsibilities.
  • People with the right motivation.
  • People with the right passion for growing along with the organisation.
  • People with the right attitude to accept responsibilities and contribute at a higher level.

Considering all the above possibilities inside out can lead to a better hiring decision. Here’s how:

Whom to hire?

Of course attracting top talent with ongoing competition in the market and convincing them to work for you is a huge deal. In the current era, talents look for opportunities more than the hefty package.

How do you decide on whom to hire?

Simply, someone who shares and believes in the same vision for the organisation as you do.

Just Brilliant vs hardworking:

Now, this is always going to be tricky isn’t it!. People who can complete their tasks/projects on time with minimal distractions always surpass just brilliant people. You can hire a sharp or brilliant employee with lots of skills but he might not be hardworking. Hire a hustler, who knows how to get things done.

Organised vs unorganised:

Hiring bad eggs can impact your ability to hire top talents in the future — Greg Brockman, Stripe CTO.

The candidates who look organised by their approach are also organised in their daily tasks. Such candidates are not only highly productive but also keep the team around them motivated to push themselves and perform better.

Technical abilities vs Soft skills:

People with better soft skills along with technical abilities must always be your first choice vs the people with just technical abilities.


  • Soft skills make you an effective communicator thus making communicating the thought process to fellow teammates easy.
  • Helps the candidate hone leadership skills
  • It garners lateral thinking to set a path on becoming a key influencer.

This helps the candidate to gel well with the existing team skills and capabilities.

Personality vs personality:

Hire character. Train skill — Peter Schutz

Before hiring a fresh candidate look for the personality match between the existing team and the fresh candidate. If this doesn’t match then it will directly hamper the productivity of the team. Hiring people who are not able to leverage the skills they possess to organisations success by working as a team can prove costly. With personality match, the team effectiveness is maximised.

Predictive analytics:

HR look into the predictive analytics for targeting the right applicants for the right role. Predictive analytics helps HR managers to identify the factors that lead to peak productivity, establish training and career development, reduce costly turnover.

Lastly, Keep learning from your mistakes in hiring and identify the bottlenecks in your recruiting process to optimise it. You can download our free Ebook here on Technical Interviews 101.

Note: The views and opinions expressed are solely those of the author and does not necessarily reflect the views held by Inc42, its creators or employees. Inc42 is not responsible for the accuracy of any of the information supplied by guest bloggers.

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