5 Security Priorities You Should Have For Your Business In 2023

Why hire the wrong candidate?
Whether you are interviewing or hiring someone new, it can be difficult to know who to ask about your business, products or services. Asking a lot of people can make or break their ex
perience as a potential employee. At times, we may focus on other things at work and miss some important details in our interviewee’s background. A common problem is that we forget the key factors to consider when evaluating job seekers, like whether they have relevant work experience, skills and certifications, etc., to offer for the job. Here Are 10 Ways To Make Your Resume Stand Out!
So, let's begin!

1) Start with an elevator pitch.

The first thing I recommend trying to remember is why you are applying for jobs, who you are and what kind of role you want to fill. Next, think about specific qualities and traits that would make you stand out from others. Don't go into too much detail, but instead focus on the positive attributes that most employers look for.

2) Answer any relevant question.

I’ve been working with recruiters for years so I’ve seen this done many times. You start asking your applicant “what do you want to do?”, which can lead to a great job, if the person has something that aligns with your career goals. However, don’t just answer one random question. Instead choose 2–3 questions related to the reason why you want to be hired for the position. This will better demonstrate your interest in the company, and it shows that you are confident in yourself and willing to learn. By answering a few specific questions such as, “what type of work are you looking for? How would you do the same task or similar tasks? What motivates you to get up every morning?”. If a candidate answers all of these questions well, he becomes a valuable asset.

3) Be prepared for your interviewer.

I wish we always met face to face, but sometimes we need to meet over email or phone, which makes me cringe. Being prepared is the difference between getting the job and not getting the job. While preparing, I make sure all my notes are organized, organized folders, a google drive for files (for example, resume, letters, and references), and have a good understanding of how the interview process works. It will help prepare me better for future interviews, and also avoid awkward situations that didn’t even exist in real life.

4) Have a Plan B.

No matter how good you feel in your current position, there’s no point staying if you aren’t happy with the direction your company is headed towards. One thing I've learned in over 20 years as a recruiter, is to never get comfortable with where you are but rather always be ready in case they change. Once again, having a plan B isn’t easy, but it truly is the difference between a bad hire and a good one. And by having a Plan B, you always know what to expect next, making it easier for both parties. So remember this; having Plan C might be extremely helpful if there’s a major change coming!

5) Pay attention to context.

There’s nothing worse than hearing that same question a hundred times while talking to someone and yet have no clue what would fit the bill. If the conversation gets stale, then it often means that the candidate doesn’t care or feel inclined to explain something about themselves. In short, pay attention to the situation. Is this person going to be available after hours, will he/she stay past the deadline? Or maybe, does everyone else need the day off because of holidays or a sick family member? Sometimes we only see a candidate from behind a screen, and can easily miss clues. Remember, context plays an important part in deciding who to hire, so don’t hesitate to give this small bit of information to evaluate his / her strengths and weakness. It really does help determine whether or not the candidate is capable of handling the position.

6) Ask open ended questions.

Sometimes we can think about ways to improve ourselves, but at the end we just don’t have time to research those things. Another way to tell me you understand what I’m doing is to leave a comment when asked anything by another team member. That is what matters most! After all, people don’t have 24/7 availability to respond, so if we only hear back every once in a while it’s okay. Plus, it’s more likely that other team members will be able to get him the project quickly!

7) Walk them through your portfolio.

This goes hand in hand with #6 above, but here’s an extra bonus tip about why it’s so important to walk him through your previous work. Walking through the projects is not only meant to show you understand the process, but is also a great way to demonstrate your skill set (if you don’t already). When you see a familiar name, it means that you have an idea of the responsibilities involved, what tasks went well, and what could potentially come problems. On top of that, it also demonstrates your knowledge and ability to solve challenges and get results.

8) Know your limits.

You might think you’re smart or skilled at everything, but when you take on the responsibility of being interviewed by 4 different companies, you need to be clear about what you need to accomplish. We tend to be good at a certain number of things, but then when a particular role comes along, we cannot find something special about the organization. Having in mind your limit can help you reach greater levels of confidence during the interview, especially with unknown scenarios.

9) Give your employees a chance.

Your customers are looking for value, so you want them to buy your product or service. Give your employees a fair amount of leeway to provide feedback on whether or not he/ she feels satisfied with your offering. Of course, if you need to ask for follow ups, it is okay but remember it’s okay to give workers more autonomy. It helps improve morale, productivity as well, and builds trust between employees.

10) Showing up.

This last point, but certainly most vital, it requires a little bit of preparation, but also a lot of effort and dedication

It takes a village for success. It’s very rare to see a successful candidate without support and guidance from colleagues. There must be an attitude in business. Also, it’s imperative that you spend time with each candidate. Ask them questions and pay attention to their body language: are they nervous about taking the test? Do they like the format of the tests? Can you tell me anything about yourself that could be useful in the workplace? And finally, give them a date when you’ll talk with them after the testing is complete, otherwise you’ll miss out on their input. Each interview can make or break the experience, so leave room for them to speak first.