This lengthy interview process wasn’t because there weren’t enough qualified candidates. Instead, it was because we really wanted to make sure that the person we chose to fill the position was a perfect fit on all stages, from skills to company culture.

1. Determine how the candidate’s goals align with the job

As you write the job title for the position you want to fill, think about how you think it will change over the coming years. How does your business’s growth plan work with your ideal candidate?

It’s important to have a clear idea of how you think the ideal candidate for the job you’re hiring for will grow in the role, as well as what their career goals are. Having a sense of both will help you figure out if their job candidate and also the company’s goals are in line with each other.

2. Adequately verify them

It can be tempting to skip the process of thoroughly checking references. After all, it takes time, and it can be hard to tell how a potential employee’s relationships with previous coworkers will translate to your business and the open attitude.

3. Avoid staying in their past

Not necessarily. It’s important to carefully screen potential candidates, but there’s a difference in making sure you understand their work style and skills and getting too caught up in the details.

4.Ensure candidates spend considerable time with your team

Obviously, the normal interview process is not always the most effective way to figure out if a candidate is really the best fit for the job you’re trying to fill. Realistically, you need to do a bit more to figure out if a candidate will get along with the other people on your team and with the culture of your workplace as a whole.

5.Pay close attention to the inquiries they pose

Everyone knows that a decent candidate should ask insightful questions during an interview. This shows that the candidate is ready and interested, which is typically a good sign.

But Brian David Crane of Caller Smart Inc. suggests that you think of the interview less as a question-and-answer session and more as a conversation in which you and the candidate ask each other questions to see if you are a good fit.

Read more: These ways can help recruiters find candidate