Finding the right employees for your organization isn't as simple as it seems. There are tons of candidates looking for employment and finding someone that will fit in perfectly is more like finding a needle in a haystack. The process can be quite demanding and time-consuming, and recruiters have to sort through a lot of resumes first, to identify candidates that are qualified for the job.
After that is set and done, interviews are scheduled to determine whether qualified candidates can fit within an organization or not. However, it's not just about checking whether candidates arrived well-dressed and on time, and answered all of your questions correctly; it's about checking for things that may raise eyebrows or pleasantly surprise you. Here are a few subtle things you need to look for when hiring employees.
All candidates are obliged to submit a resume when applying for a job and a lot of candidates get eliminated here. It's very important to review the resumes of all applicants because resumes help you determine whether an applicant is qualified for the job or not. For instance, does the candidate fulfill the requirements for a position, such as certification and previous work experience? Moreover, companies are mostly looking for someone that will be serious in their new position, so that's why you need to look for more subtle things.
For example, spelling or grammar mistakes in the resume may suggest that a candidate isn't quite serious in general. Also, providing an inappropriate email address as contact information may suggest the same. Previous employment info is also important, if candidates change jobs every year it might suggest that they get bored too quickly and that they might leave again. That's why it's important to review resumes thoroughly so that you don't miss out on any crucial details.
Sometimes recruiters have to dig deeper into candidate's background in order to determine whether they're the right fit for the company. These background checks involve looking into candidate's priors, credit reports, education, etc. These checks aren't performed to discriminate candidates, but to ensure that the company that hires is protected from lawsuits for negligent hiring and that its clients are protected from embezzlement. The most common background checks are concerning candidate’s criminal records.
Potential employers are allowed to view candidate's criminal history if it is reasonably related to the job position they’re applying for. For instance, if a candidate applies for a cashier position, you have to make sure that they were not arrested for theft before. Also, when hiring candidates in a specific field, such as home care services, contractors without contractor's license, employers must run background checks for priors to determine whether they'll require a surety bond for employees.
Furthermore, background checks are essential when determining whether a candidate is eligible for obtaining an occupational license.
Once candidates passed the resume reviews and are lining up for face-time interviews, they're generally prepared for specific questions from interviewers, such as "Why do you think you're the best choice for this position?" or "Tell me more about yourself". These are usually the most common questions candidates face when seeking employment and anyone who's been on an interview before will have a prepared speech in place.
However, if you want to trigger a more natural response and see how candidates react to something unexpected, go off topic. That way, you'll be able to determine how candidates adapt under pressure and how well they can handle themselves when caught off guard.
Resumes and interviews can provide a lot of information about candidates. However, if you really want to know whether they're qualified for the job, you should challenge them to test their knowledge. The best way to do this is to give them problems to solve that relate to the specific industry and the position they're applying for.
That way, you'll determine if candidates are as good as they claim to be and see how they come up with solutions to specific problems. This is a good way to test out candidates’ capabilities. Even if they don't have previous experience in the field, they can show potential when handling a certain situation.
Just because the market is full of potential employees it doesn't mean that it's easy to find the perfect fit for your company. Choosing the right employee takes a lot of time and careful examination before you can make the right decision.
We won't just do social media management. Social Hire will work with you to ensure your business sees great value from the service and that your team gets the most out of the service. Our social media experts are driven by the desire to make a enhancements to your social media marketing and reaching targets in a way that realistically makes a difference to your business goals.
Our digital marketing managers are the wizards that can give you the insight you need to develop your business. Have you had enough of making complex personnel choices that don't work well for your digital presence?
Our specialists are a team that assists our partners improve their presence online by producing online marketing on a regular basis. Our service is transparent and economical, which ensures that you get a great service and results that make a difference when you use our services.
You might like these blog posts Onboarding + Performance = Engaged Employees, The Magical Feedback Trick Ivy League Experts Swear By, Talent Mobility Will Make You See the Importance of Employee Happiness, and How to Start a Start-Up.