How to Screen Potential New Hires

You are serious about your business. You put a lot of time, energy and hard work into getting where you are in your company. Companies don’t run themselves. You need to hire talented individuals like yourself to keep the company thriving and moving toward its goals. A big factor in keeping a team of employees running well is how efficient your new hire orientation methods are. Having a team that has a high standard of work ethics and a track record of results are hard to come by. So, how do you go about finding the best talent for your team? The answer is screening. If you have a pile of applications and resumes on your desk, here are a few tips on how to get through them all so you can cherry pick the best ones:

It all starts with an application. You may use Career Builder or Monster to post job openings that are available in your business. Applications are the basic start in getting to know a candidate. You can look at their past work experience, and also gauge how well they follow directions in filling out the application. Did they misspell words? Is the grammar correct? A flawless application can be an indication as to the level of attention to detail the applicant has.

The interview process is the most important part of screening a potential new hire. They may look good on paper, but in person, they may be less than enthusiastic about the potential job they may be hired for. During the interview process look for eye contact and body language. Lack of eye contact and closed off body language could mean lack of confidence. Also look at how they are representing themselves. Are they dressed appropriately and have good hygiene? Look for signs of motivation, positivity and even what they say about their former employer. If they have a lot of complaints about previous supervisors, then you may have someone that doesn’t take direction well. Ask a lot of questions and never rush an interview. The interview should last at least an hour if you are seriously interested in the candidate. You can learn a lot about a person in an hour’s conversation.

During the interview process, the candidate should supply you with a copy of his or her resume. This will give you an in-depth look at their education, how long they have been in the workforce and overall experience. You can see how long they have worked at each company. If you notice a pattern of short durations or gaps in employment, these are usually red flags, and you should ask more questions as to why they left each company.

After the interview process is complete, the next step should be checking the candidate’s references. The list of references should be from former employers and other professionals that they have a business relationship with and not family and friends.

Background Checks
Background checks are an essential part of the hiring process as you want to make sure you hire those who uphold the highest in integrity. If you are a financial institution, you may want to run a credit check if handling money is involved. You can also find out about any criminal history as well.

Hiring a new employee is costly. If all these steps are done thoroughly, you will be able to recuperate the time you spent interviewing and screening by having a conscientious and productive employee on your team.