A resume provides a good summary of a candidate’s experience and skills. But does it indicate if a candidate is suitable for hire?
According to HireRight’s 2017 Employment Screening Benchmark Report, 85% of the companies surveyed found embellishments on an applicant’s resume over the past year. So while the resume can serve an important role as gatekeeper in your hiring process, it should not be the deciding factor. The following blog will provide other areas to look into that provide greater detail about the candidate and the impact they can bring to your business.
Reviewing a candidate’s online presence can help in learning more about their background and personality. The first and most relevant social media website to check would be LinkedIn. This will let you see if they have any experience or skills they couldn’t fit on their resume or if they have any endorsements and recommendations from colleagues. After LinkedIn, looking on Facebook and Twitter are your next best options. On these sites, you’ll be able to get a better gauge on a candidate’s personality and determine if they would be a good fit for your company.
But this additional perspective in the hiring process isn’t the only good thing social media can do for your business. To learn about some of the other ways, click here.
Checking a candidate’s references can be a gold mine of valuable information. Their former managers and co-workers will be able to provide an in-depth look at who they are as an employee. Unfortunately, there are many companies that are missing this opportunity to learn as they only look confirm the dates of employment. Ensure your company isn’t doing this because the more you know about your applicants, the better decisions you’ll be able to make.
Once you have narrowed your list down, bringing candidates in for an in-depth interview will be critical. You’ll want to get an idea of how the candidates skills and experiences can directly translate to your business. Ideally, your company will have an interview system in place where multiple people are involved in the process. From there, you’ll be able to have rational discussions about who would be best for the job.
A clear cut way to find out if the applicant is being honest on their resume is to have them take relevant skill assessments. By requiring these tests, you can gain a more accurate idea of their capabilities and if they’ll be able to meet the demands of the position.
It is important to note that all of these on their own aren’t enough to have a successful hiring process. By putting all of these ideas into a single, cohesive plan, your company will see a steady stream of successful new hires.
Want more tips on your hiring process? Check out a previous blog on the subject here.