When hiring new employees, it is only human to want to believe in their honesty and take their qualifications face-value. Reality, however, has it that not everyone is as transparent or truthful as we would hope for. So you need to slow down and really screen potential candidates who can bring in the right people into your company. Here’s how to do this effectively:
Sweat the Details on Resumes
Resumes can sometimes be misleading. Even if a candidate’s CV is very impressive to begin with, there are still more digging to be done. Watch out for inflated claims or vague descriptions of job responsibilities that are unhelpful in enlightening what the person did, in fact, during his earlier jobs. Also, look out for gaps in employment. While sometimes, these can be due to valid reasons like traveling or further education, more often than not, it may hint at something else. Resumes are good for a lot of things, but often the most important information is not explicitly stated. Therefore, the first step in the process of making an educated hiring decision must be to review resumes with a critical eye.
Don’t Fear the Background Check
Background checks are part of a solid pre-employment screening process. The recruiter or in-house hiring manager needs to be aware of a candidate’s background in order to save your company from possible future headaches. You would like to think that candidates are always above board when it comes to divulging their background, but this is not always the case. Thorough background checks are particularly needed if you’re filling a position based on trust or requiring high levels of access to sensitive information. Also, now’s a good time to double-check that your business insurance is current and includes coverage for possible liabilities related to hiring.
Call References
You should never skip calling references as part of your process when asking for them. Really great candidates will usually have a reference list prepared already. Even if a candidate provides just a few references, make the call anyway. You wouldn’t want to make a full decision based on what may be biased views, but closely listening to what former employers or colleagues have to say about a candidate’s performance and skills can be useful. It can also bring out aspects that don’t easily come out in their resume or during the interview.
Look at Social Media
Today belongs to the digital era, and the so-called social media can give a sneak peek into the personality, values, and out-of-workplace behavior of a prospect. Of course, everyone has the right to a personal life, but it is nevertheless something that needs to be borne in mind regarding how the online presence relates to the culture and values your company upholds. If a candidate’s social media activity raises red flags or conflicts with the environment you’re trying to foster within your team, then it would be worth reconsidering their fit for the role.
Add Skills Tests into an Interview
While a candidate may state to have a certain skill in their resume, it is actually quite helpful to check that through some practical tests. Think of adding a test of sorts in your interview process, which would assess whether the level of expertise by the candidate will match your needs. Initial interviews are often useful for screening a candidate’s personality and overall fit, with a second round of interviews concentrated on technical skills and job-specific knowledge. This gives a balanced view of the candidate and will, more clearly define whether or not he is genuinely qualified to hold the position.
Conclusion:
The right person is not an issue of filling a vacancy; rather, it is building a reliable and trustworthy team that will drive your company toward success. Adequate screening of candidates, though time-consuming at the start, may turn out to be actually saving one from many expensive mistakes downstream in a hire. Let the potential hire know that your company has a rigorous interview process, and don’t be afraid to take your time. This way, you’re likely to be working with a team of professionals that don’t just fit into your job description but are also in line with your business values and goals.
