What resumes and interviews won’t tell you about your potential hire
After weeks of grueling resume-scanning and interviewing, you finally find yourself a decent candidate to take on the job. However, you can’t help but be uneasy as you look through their seemingly perfect track record. You have hired people like these before to find out that their performance was less than desirable. If possible, you’d rather avoid making the same mistake again and pay the price for it.
Resumes and interviews are the norm when it comes to finding hires, and so job seekers make certain to prepare for these two to the best of their ability. Because of this, it becomes difficult to gauge whether candidates are as good as they claim to be or are just simply good at marketing themselves. Just like ads, a resume or interview may highlight one’s good points while hiding unpleasant ones that would most likely start appearing once they enter the actual workplace. Thus, an employer must learn to use other methods to truly determine the candidate’s worth.
Background checks are a staple of quality-checking possible hires. With the Internet, it has become easier to search for a candidate’s background, how they fared in previous work environments, how they interact with others, etc. It gives a better idea on who the candidate is and whether they’d be a good fit for your company.
Sometimes, it may be because what we consider “great” in a resume or interview is flawed. Nowadays, there is a clear emphasis on finding someone with excellent skills or achievements, with little consideration on whether they would fit within the company and its culture. The results can be disastrous. A hire can bring down your current team in so many ways--not doing or screwing up their job, interfering with others’ work, causing conflict between employees, and many more. Making sure to take this into consideration when hiring is incredibly important.
It is also possible that your judgment may not be as acute or un skewed as you might have thought. You may not notice red flags, fail to ask the right questions, or consider the right skills, or be blown away by a candidate that you forget to consider everything else. Having more people join you during the hiring process can minimize bias and help spot details you may have missed. What may be a good hire for you may be a bad hire for some, and by collating these opinions together you can make better decisions that have the backing of your own team’s judgment.
There is another option if you are still worried about bad hires, and that is to consult with the experts in the field. Q2’s Hiring Basix ensures that you have all the information at hand before deciding which candidates to pick. Hiring Basix’s background screening and verification services gather precise and accurate information on potential employees, increasing the quality of hires while decreasing safety and security risks. Companies can gain access to state-of-the-art tools and Q2’s very own Background Verification system, to authenticate the candidate’s information in the following fields:
Employment Verification
Character Reference Check
Identity Check
Civil Litigation
Address Verification
Education Verification
Credit Check
Global Data Search
Criminal Record Check
Recognizing bad hires is as much of a skill as recognizing good ones. While resumes and interviews are decent indicators, it ultimately is up to you, the employer, to find out whether your potential hire can truly be an asset for your company to reach its goals.