Screening prospective hires is a crucial part of hiring the best possible workforce. In the absence of proper screening, applicants who are unqualified and/or dishonest are liable to wind up in positions they have no business holding. However, despite the risks, some enterprises have no qualms about treating the screening process as an afterthought. Unsurprisingly, this often results in applicants with fudged credentials and heavily embellished resumes being added to their respective workforces. While the screening process can be a bit cumbersome, it’s by no means difficult, and it can help ensure that you aren’t duped into hiring unqualified applicants. So, if your business’s screening process leaves a lot to be desired, put the following pointers to good use.
Realize That Interviews Are Not Sacrosanct
Far too many businesses place far too much importance on interviews. While it’s true that interviews provide employers with a chance to meet with prospective hires and get a general feel for their personalities, they don’t really give you the full picture. For example, the fact that an applicant is able to present themselves well during an interview doesn’t mean they’ll excel at the position they hope to land. By the same token, just because an applicant is shy or withdrawn doesn’t mean they won’t perform well on the job.
In short, not every applicant who gives a good interview is a good fit, and not every applicant who blows their interview is unqualified. Some applicants possess a natural gift for winning people over despite being minimally qualified or outright dishonest. So, while nailing an interview should certainly be taken as a good sign, it should not be the main criteria on which your hiring decisions are based. This isn’t to say interviews should count for nothing – especially if the job in question entails a fair amount of social interaction – but credentials, work experience and overall capability are arguably far more important. Healthcare facilities looking for effective ways to catalogue qualified applicants can benefit from a dependable provider credentialing database.
Meticulously Check References
Not checking references is among the biggest mistakes you can make when recruiting new talent. A fair number of employers neglect to check references, and many jobseekers won’t hesitate to use this to their advantage. If an applicant thinks there’s a better than average chance you won’t be contacting their references, they may feel as if they have nothing to lose by listing fake ones. Contacting references may not be the most riveting use of your time, but what they have to say can teach you a lot about prospective hires. For instance, you may find that there’s a world of difference between the things an applicant tells you in their interview and the things you hear from their references.
Should you come across a seemingly qualified candidate with a dearth of professional references, consider asking them to provide additional references so that you can get a better picture of their qualifications. However, if you’re recruiting for an entry-level position, keep in mind that applicants are unlikely to have as many references as more experienced members of the workforce. In this instance, you may have no choice but to rely on references that fall outside of professional contacts.
Maintain Consistency in Your Hiring Practices
When seeking to recruit the best of the best, make a point of being consistent. Maintaining consistency in your hiring practices ensures that every applicant gets a fair shake and that no stones are left unturned throughout the recruitment process. Should you come across candidates who seem particularly trustworthy and impressive, you may feel that there’s no harm in relaxing the rules a bit. Not only is this unfair to other candidates, it also increases the likelihood of regrettable hiring decisions. Additionally, if your business develops a reputation for having unflinchingly fair hiring practices, you’re liable to attract more qualified applicants and fewer dishonest ones.
Many businesses fail to do due diligence when recruiting new team members. Although certain hiring managers pride themselves on having good instincts and going with their gut, treating the screening process as an afterthought doesn’t bode well for your hiring decisions. While it’s true that properly screening potential hires takes a bit of time, putting in the effort will help ensure that your enterprise is able to recruit top talent.