#rightcandidate

Are you the right candidate for a hair transplant?

Let’s cut the noise. Not everyone should go under the knife and that’s okay.

Who’s usually right for it? Stable hair loss, strong donor at the back/sides, healthy scalp & medical profile, and realistic expectations.

Who’s usually not right? Weak donor, active scalp/health issues, very young or fast progressing loss, or chasing “instant full density”.

👉 DM “HAIR” for a short educational video before you decide.

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𝐑𝐞𝐜𝐫𝐮𝐢𝐭 𝐓𝐡𝐞 𝐑𝐢𝐠𝐡𝐭 𝐂𝐚𝐧𝐝𝐢𝐝𝐚𝐭𝐞𝐬 𝐅𝐚𝐬𝐭𝐞𝐫 👇 Search, contact and recruit the right Employee. Most ideal ways to ensure you find the right Candidates for your job 💼 opening out of 2.5 million high quality profiles.

1. Share your doubts with a good advisor

When you need to select the best candidate for a position, you can get stuck with one or two candidates. Speak to a member of your team whose judgment you trust and who is free from the pressure of selecting the best candidate. Disclose your reasons for yes and your reasons for no in more or less objective ways.

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Surely this person will present you with a point of view that you are not considering and that will help you clarify why you are considering selecting this candidate but cannot see it clearly or why you would want to exclude someone to meet him "all".

2. Don't pretend to be a fortune teller

Selecting a person for a job requires, among other things, anticipating what kind of employee they will be, both on the interpersonal level and in terms of demonstrating that what is said in the interview corresponds to reality.

Will it be a good companion? Is your level of knowledge really that high? Will it be blocked in the face of crises? Will it cause me more problems than benefits?

You can ask yourself all the questions you need to imagine who you will really find after signing the contract, but there are limits to your intuition, your intelligence and your selection criteria. Because of this, any selection process where you have to choose the best candidate has a risk point. Remember: no one can guarantee that a hiring decision is the right one. Embrace that part of the uncertainty that a candidate creates in you and make your decision. A person should be silent as a yoga guru. 

3. Allow yourself to extend the process as long as you need to

If you need to interview more than expected, or email some sort of additional questionnaire, or employ some other technique that completes the selection process of a particular candidate, just do it. You don't waste that much time and it's better to invest it to be sure that there are no doubts than to reject or accept someone with the feeling that you haven't gathered enough information.

Remember that the characteristics of the selection process you make must serve the best decision, it should never be the decision that has to conform to a given process.

Shiras HR Advisory and Services help retail firms to find the right candidate. Even if there is a special requirement mentioned by the company, Shiras takes it on priority and through ways of advertising and searching it on their database, we make sure we fulfill the demands of the ventures and stand to be the best consultant amongst the rest.

Wonder whether a candidate you have interviewed is the right candidate or not? Well, in this case, well-known business admonishment “hire slow” but “fire fast” makes a complete sense. The wisdom says if you “hire slow”, it becomes easy for you to explore the personality, work style, skills and competencies of the candidate you are thinking as a potential candidate. This will also help you to spot the right talent quickly. Check out the below-listed signs to reach the one you’ve been waiting for:

An Impressive Introduction- An introduction is not just the beginning of an interview, it’s an opportunity for a good applicant to showcase how he/she is applying for the role. A strong candidate will tailor their opening by highlighting all the reasons why you should be taking them to the next stage. This will give an interviewer a sense that the candidate has ticked off all the job requirements.

Effective Communication- Communication is the key of any role. A candidate who responds answers in a clear manner, have depth knowledge of the vacant position and communicate pleasantly gives you the hint of the right candidate.

Inquisitive nature- Analyze the candidate sitting on the hot seat during the interview process. Look out the questions they ask, are they correct, do they bring value to the interview process, are they enthusiastic to know more about the organization or the vacant position? The candidate’s queries can demonstrate their desire to progress further within the role.

Sterling Presence- Finding the right candidate is more than excellent qualification and experience. You should look out for the candidate who can fit in your existing team. Through the interview process, you can sense the person by their behavior, passion when they are discussing the role with other candidates and communication style.

Something Extraordinary- A good candidate can present their accomplishments but a great candidate presents it with testimonials and endorsement. In this, the LinkedIn recommendation can help you to find out the desired one. The right candidate would be open to all sorts of feedback and use this as evidence during the interview process.

James Cash Penney has rightly said, “Growth is never by mere chance; it is the result of forces working together.” The most essential resource of an organization is its employee, but too often, it is difficult to find the right candidates for open positions.

Today’s job market is very tough; there are many more job hunters than available jobs. Some studies estimate that up to 75 percent of the applications recruiters receive are from the candidate who is unqualified for the job. But despite these challenges, it is imperative that you strive to find the best talent and fill open positions with the top candidates. And for that, you need to have an eagle eye for scoping out the best candidate. Here are some things that will help you to weed out undesirable candidate.

Digital Footprints- We are living in an era where just about everyone has a digital footprint. If you know how and where to look, those footprints can tell you a lot about prospective candidates. We, at FairDrill, provide detailed insight into candidate profile through digitally marked traits such as ratings on professional and personal attributes of an employee and Verification request form.

Valuable Feedback - It’s hard to know sometimes just by looking at a resume or LinkedIn profile who is truly excellent at what they do. Then, how can you find out the diamond for your company? Feedback. Yes, feedback from the fellow employees & employer will be the best option to judge your candidate.

“Knockout” Prescreeningcreening Questionnaire- Pre screening question can help you eliminate those unwanted weeds who’ve applied too quickly without checking your base expectations. These knockout questions will thin the herd of applicants down to only those who meet a minimum requirement. Pre-screening questions can range from simple to more complicated dissuading unqualified candidates from applying and help the most qualified candidates.

Impose a strict application procedure- Use an online application that doesn’t allow walk-in-candidates or unsolicited resumes. You can also prevent undesired applications by using the services of a staffing or recruiting firm.

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