One of the biggest frustrations in recruiting is losing a great candidate because the hiring process took too long. I always advise my clients to streamline their processes as much as possible. A key factor in speeding up the hiring process is making quicker decisions. I frequently hear, “The technician seemed really good, but we don’t want to just hire the first person we meet; we want to interview a few candidates before deciding.” This approach can backfire, especially in a candidate-driven market for fire protection specialists. If you delay, you risk losing top talent.
If you’re uncertain about a candidate, consider these strategies to help make your decision:
1) References
Don't rely solely on the candidate’s self-assessment—conduct thorough reference checks. Go beyond standard questions and address any specific concerns you have. For example, if punctuality was an issue during the interview, ask the references about the candidate’s timeliness.
References are invaluable for assessing a candidate's attitude and teamwork. Keep in mind that interviews can be misleading, as candidates often present their best selves. References can provide a clearer picture of the candidate’s true nature by revealing how they evolved over time with their previous employers.
2) Ride Along
Arrange a one-day working interview or “Ride Along.” Compensate the candidate for their time (since they’ll likely be taking a day off work) and pair them with a trusted technician. This gives you a full day to observe their performance and character in a real work setting. It also helps the candidate evaluate whether your company is a good fit for them.
3) Peer Interview
Have one of your current fire protection specialists meet with the candidate. Since they’ll be working closely with your team, it's crucial they mesh well with the other technicians. A peer interview, ideally informal and relaxed, can provide valuable insights that you might miss. Ensure the peer interviewer understands basic HR principles to avoid inappropriate questions.
4) Technical Test
If you’re unsure about a candidate’s technical skills, administer a technical test—either written or hands-on—or present them with a scenario to assess their problem-solving abilities.
Avoid Waiting and Personality Assessments
1) Waiting
Often, clients hesitate to make a decision, thinking they should compare the candidate to others. This is a mistake. If you wait too long, the best candidates may accept other offers. Make a decision promptly to avoid losing valuable talent. If you need to compare, do so with your current team members to see if the new candidate measures up.
2) Personality Assessments
I recommend steering clear of personality assessments or professional profiles. Based on my experience, these tools often provide generic results that are not reliable indicators of future success.
Trust Your Instincts
If something feels off about a candidate, trust your instincts. It’s better to leave the position vacant than to hire someone who isn’t the right fit.
If you’re struggling to find the right fire protection specialist, contact us at 1-833-762-5787 or visit Rockstar Recruiting Group to learn how we can help you find the perfect technician for your team.
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