IntegraBlog: Candidate Screening

M_andrews_small by: Mia Andrews | Recruiter
In today’s changing business world, simple reference checks through a few phone calls to screen new employees are no longer enough. Many think of the screening and hiring process to consist mainly of reviewing resumes, conducting interviews, and calling a few references. Amid growing security concerns, background checks through third-party pre-employment screening companies have been growing in popularity and are becoming a necessity.

Many companies still overlook these critical background checks - mainly due to cost concerns. The small cost of running a background check is negligible when weighed against the ability to greatly reduce any possibility for theft, criminal activity, or violence in the workplace. Background checks are a necessary hiring practice to avoid lawsuits and costly hiring mistakes.

It is common practice, if not human instinct, to conclude that a candidate is “first-class” if they look good on paper and interview well. Unfortunately, applicants may omit details about their background even if directly questioned, which makes background check assessments an important part of the recruitment process.

by: Yin Lo | Client Relationship Manager
Although many candidates present well during the interview phase, this is not always reflective of their performance at a previous position. Before making any hasty decisions on a single candidate or ruling other candidates out, there’s one important step you want to take—conduct a reference and background check. If you really like the candidate and are concerned about losing him/her to the competition, you can extend an offer contingent on background and references coming back clear.

It’s important to complete a reference check because strong candidates will have excellent references from previous supervisors and/or co-workers; candidates that overplay their skills can often be exposed during this process—whether through background checks or a reference check. I’ve gotten the run-around from candidates when trying to conduct a reference check and have actually caught candidates giving me false references! If the candidate is as strong as they say they are, providing 3 references should not be an issue.

What should you look for and ask when conducting a reference check? First, make sure the company, dates of employment, and position match up to what the candidate specified on their application or resume. Next, ask the referred person open-ended performance and ability questions that will allow him/her to elaborate. For example, Tell me about your working relation with John Doe? Please describe his job duties. How was his performance in comparison to other associates in the same department? The more information extracted, the better your understanding of the candidate’s role and contribution to the company as a whole. You’d be surprised at how much information can be obtained if you just ask.

Many companies may have policies against giving out references, aside from work dates, salary, and eligibility for rehire; former Supervisors currently with the company have to uphold this policy as well. However, like I mentioned earlier, if a candidate performed well on-the-job, a supervisor will often go out of their way to help serve as a reference. It just reinforces the strong working relation the candidate had with the Supervisor.

Don’t forget to pull a background check too! Most professional candidates will pull clear without even a speeding ticket on their background but there are always those select few that will surprise you. Taking a little time and a few extra precautions will save you in the long run.

Once the references and background checks come back clear, that’s your green light to go ahead and extend the offer.