One of the most challenging aspects of recruiting is losing a great candidate because the hiring process took too long. I always advise clients to streamline their procedures as much as possible. A major factor in speeding up the process is making faster decisions. I often hear something like, “The millwright seemed great, but we don’t want to rush; we want to interview a few more candidates before deciding.” This approach can be detrimental. In a candidate-driven market for millwrights, delays can mean losing out on top talent.
If you're unsure about a candidate, consider these strategies:
Strategies to Make an Informed Decision
- References
Don’t rely solely on the candidate’s word—conduct thorough reference checks. Go beyond the standard questions to address specific concerns you may have. For instance, if punctuality is a worry, ask references about the candidate’s reliability in that area.
A crucial aspect to explore in references is the candidate’s attitude and teamwork. Interviews can be misleading; candidates might present themselves differently than they are. To gain a clearer picture, ask references, “How did your impression of the candidate change from when they first started to now?” This will provide insight into their true character over time.
- Ride Along
Offer a one-day working interview or “Ride Along” to observe the candidate in action. Compensate them for their time (as they will be taking a day off work) and have them work with a trusted team member. This allows you to see how they perform and interact with the team in a real-world setting. At the end of the day, you’ll have a better sense of their fit for your company, and they’ll have a clearer idea of whether your company aligns with their career goals. Remember, they are also evaluating you.
- Peer Interview
Arrange for one of your current employees, preferably another millwright, to meet with the candidate. Since they will be working closely with the new hire, it’s crucial they get along. A peer can often pick up on subtle traits that might be missed by managers. An informal, one-on-one meeting—like a coffee chat or a shop tour—can be more revealing than a formal interview. Ensure the peer is aware of basic HR practices to avoid inappropriate questions.
- Technical Test
If you’re uncertain about the candidate’s technical abilities, administer a technical test. This could be written, hands-on, or scenario-based to assess their problem-solving skills and expertise.
Pitfalls to Avoid
- Waiting
It’s a mistake to delay decisions in hopes of finding a better candidate. Often, by the time you find someone else, the initial candidate will have accepted another job. Make a decision promptly—waiting doesn’t help.
If you need a comparison, evaluate how the candidate stacks up against your current team. If they perform well compared to existing employees, they might be a good fit.
- Personality Assessments
Avoid relying on personality assessments or professional profiles. My experience shows these tools often provide generic results and don’t reliably predict future success.
Trust Your Instincts
If something feels off about a candidate, it probably is. It’s better to leave a position vacant than to hire someone who doesn’t fit well with your team.
If you’re struggling to find the right millwright, contact us at 1-833-937-3546 or visit Rockstar Recruiting Group to see how we can help you find the perfect fit for your team. Check out our case studies to understand how we solve recruiting challenges for other companies!
