Even if you are able to source enough applicants, cost effectively and within a reasonable amount of time, it will be essential that all candidates take part in an evaluation of their expertise and potential before being hired. Most small and mid-sized companies do this by reviewing resumes, conducting unstructured interviews and checking references, despite the fact that these methods have been found to be weak predictors of success on the job.

Fortunately, modern methods provide much more information on candidate suitability and greatly increase hiring confidence as a result. The key is to first take steps to fully understand job requirements and objectives, identify attributes required of the ideal employee, and then choose valid and reliable assessment tools to evaluate those competencies quickly and objectively.

The Hire Insight Group offers a variety of services to help you identify candidates who are most likely to be successful once hired.

This includes programs designed to analyze job requirements and uncover the knowledge, skills, abilities and other attributes that each candidate needs to meet and exceed expectations. We can also provide recommendations on suitable assessment methods and administrate as much or as little of the evaluation process as you wish.

Wondering how to develop a job description that's useful in selecting quality employees? This article, recently published on FastCompany.com, may be helpful. This white paper provides more details.

SMBs are at particular risk of making bad hiring decisions, as many continue to use the three most ineffective ways to predict candidate success.

However, there are alternatives, including these four best methods for selecting top-performing employees.

Lisa has questions about what quality is more important when assessing candidates - education or experience.

Janet asks about how to develop better interview questions.

Ken asks about interview questions to best assess analytical skills and attention to detail.

Sorina sees a hiring trend, with managers becoming more interested in hiring candidates with potential. How can you measure this?

Greig asks about the qualities he should be evaluating in determining candidates' future success in sales.

Email your hiring questions to a Hire Insight Group consultant.

Businessweek provides an article on matching the right people to the right jobs.

A post on HRMToday provides another reason why resumes are an ineffective screening tool.