You hiring managers out there can attest that the recruitment and selection process for a vacant position is an exciting. Sometimes it’s hard to determine who is most excited…you, the hiring manager, who can finally hire a new team member, or the candidate of choice who just received that long-awaited offer to join your team. Of course, you’re excited to have a full staff again while the candidate is excited for the challenge and excitement that a new career opportunity brings. Amidst all of the frenzy, some of you would likely be surprised at the number of your contemporaries who skip one very important step in this process…the reference and background checks. Some of you fall in love with that charismatic individual who possesses the knowledge and abilities, as well as the interpersonal skills thatyou are looking for. I mean, this person must have been created expressly for your team, right? Unfortunately, your failure to do your due-diligence to properly close out the selection process, can derail the happiness train and cut the employer-new employee honeymoon very short. So just what are some best practice steps that hiring managers should take to ensure as best they can that this person will continue to “walk on water?” Well, I offer five (5). 1) Pre-Hire Assessments; 2) Reference checks;3) Informal Inquiries; 4) Background Screening; and 5) Social media.
Pre-Hire Assessments are a great way to determine if your candidate possesses the knowledge and skills that they profess on their resume, in their cover letter, and during the interview. Anyone can “say” that they can do something, but can they really? While some companies opt to pay for pre-hire assessments, they do not have to be terribly complicated in most cases, especially if the position is not of a highly-technical nature. It can be as simple as asking the candidate to preform calculations in a spreadsheet and create a graph or chart. Candidate’s writing and word-processing software skills can be assessed by asking them to use MS Word or some other comparable software, to write a letter to convey certain information. One of my favorite professional human resources associations, the Society for Human Resource Management (SHRM), published an article titled, Screening by Means of Pre-Employment Testing, in September 2018 on pre-employment testing. In it, the society reported that the Equal Employment Opportunity Commission’s (EEOC) Uniform Guidelines on Employee Selection Procedures of 1978 acknowledges that any employment requirement that an employer sets constitutes a “test.” It went on to caution employers that they risk litigation if a selection decision is challenged and determined to be discriminatory, or a violation of the law. Employers can usually avoid those worries by making certain that all pre-assessment exercises are based on the core duties of the job that they are interviewing candidates for and that they keep the playing field level by asking each candidate to complete the exact same type of activities and explaining to the candidates what job-related knowledge or skill the activity assesses. Those employers who want to err on the side of caution and defer to the professionals, this article also provides an overview of the different types of assessments, their objectives, and a vendor directory.
Reference checks. If heard it say many times that candidates will only give you a list of references who will say favorable things about them. I realize that this is true. If I’m trying to get a new job, I’d be crazy to sabotage my chances of success; however, hiring managers can get around this stumbling block with a little strategizing. You see, when many recruiters “interview” references to get the information that they need to make the most informed selection decision possible. For instance, I ask references questions like, “When was a time that “Stanley” exhibited leadership skills? “Can you describe a time when he exercised sound decision-making/judgement in the absence of upper management’s guidance? “Describe a time when Kathy displayed great interpersonal skills.” “Can you tell me how she exhibits out-of-the box thinking, creativity and/or innovation.”
Informal Inquiries are a great way to learn about a potential employee’s workplace behaviors and interactions. The old saying, “It’s a small world” rings true, especially in the days of technology that make people who live miles away seem like a next-door neighbor. If you learn that you and the candidate have some mutual professional acquaintances, ask that person if they can give you some insight into the quality of the candidate’s work and their interactions with their colleagues and superiors. You might be surprised at how much you learn. Hopefully, it will all be favorable and make you want the person to join your team that much more.
Background Screenings are a common practice in law enforcement and related professions, childcare, education, and healthcare. They are also becoming more common in the cybersecurity profession. I for one, think that all employers should invest in pre-employment background checks. The results of these checks can let you know if a candidate uses aliases or not and if you include the education and motor vehicle check, you will know if your candidate truly meets the minimum education requirement of the position that he/she has interviewed for and been offered on a contingency basis. Lastly, you will know if the candidate should be driving company vehicles or not.
Finally, social media can give you insight into your candidate’s level of discretionary thinking. If you are hiring a school teacher and you see verified images of them on social media sites drinking, fighting scantily dressed, etc., you might need to give your hiring decision a second that. I would recommend, though, that before you rescind a job offer, give the candidate the chance to explain what you saw online. There is no law against someone over twenty-one years old drinking. Your candidate’s picture could have been snapped without their permission or knowledge. You must put everything in its proper context to make an informed decision.
Happy hiring to al the hiring managers! Go find your superstar team member!
