We are seeing a huge influx of candidates looking for a new role, which is the exact opposite problem hirers faced at the start of the year, which is a great thing – right? It would be easy to assume that more candidates = easier hiring, but the reality is that it becomes much harder to know if the decisions you’re making are the right ones.
We know from experience that candidates are often fantastic at selling themselves in an interview, but in reality don’t quite cut the mustard when it comes to doing a role, so it’s vitally important that you cover all bases when doing a recruitment process. There are a few areas to consider to ensure you can be 99.99% confident you’re making the right choices.
– Reference checking
We’re not talking the ‘how long did this person work here’ types of reference checking. We’re talking full, in depth exploration into how candidates like to work, their management style, how they handle criticism etc. There’s a reason they say the best indication of future performance will be past performance!
– Psychometric testing
There are hundreds of different psychometric tests and what works for one company may not work for you. We often recommend a personality assessment, which can act as a ‘peek behind the curtain’ of how someone is likely to behave, as well as a reasoning ability test which gives a great indication of a candidate’s level of competency. There really is no ‘one size fits all’ for testing, so give us a call to explore the options!
– Criminal Conviction Checks
This really speaks for itself; you are unlikely to want to hire someone if they are a serial kleptomaniac or have a history of embezzling millions of dollars.
All these extra pieces of the puzzle will give you peace of mind that you’re making the right hiring choices, but they can take up a lot of time!