After you’ve conducted dozens of interviews, either in phone or in person, it is now time to select a candidate to hire for the position. Of course, this is another process in itself, which can involve employee testing, profile set up and even background checks. Know the candidate you want to select before taking them to the next lengthy step of the hiring process.
When an employee is about to be hired, many companies require some form of testing to be done, including written, skills, or even drug tests. Certain tests analyze a person’s, behaviors, and traits that you may not be able to gather from an interview alone. These tests often involve hypothetical situations and ask for a solution in the employee’s own words. Standard typing and numeric key tests are common in any job that utilizes computers, but know that these tests are not always 100% accurate when analyzing speed alone. Look for number of errors and progress speed before accepting a test result. Drug tests used to be only required for manager positions, but now over 90% of jobs require them for even their entry-level positions. The drug test can test for a variety of substances, including alcohol, narcotics, and illegal drugs. The required test depends on the position you have open, so each department or job title can require a different set of tests.
Traits such as punctuality and honesty are great traits to have in any employee, but traits like these do not make employees unique. Enthusiasm and passion are two qualities that cannot be taught in the workforce but are developed in the employee themselves. When interviewing different candidates, ask yourself if you see these qualities in the person you are talking to. After all, you want an employee who will be happy to come to work every day and will put all of their effort into what they are doing. Do they seem passionate about the job they will be coming into? Do they act enthusiastic about starting with the new company and working as part of a team?
Statistics say over 80% of people are unhappy at their jobs and have lost their passion and enthusiasm at work, which decreases productivity and employee morale. Can your company afford to add to this statistic and can it afford a decrease in production? We didn’t think so.
Background checks were originally voluntary and were not performed in many job positions, but currently they are included in almost all job positions. They are a form of security for the company and help ensure the safety of the company’s assets. A background check generally covers driving records, credit reports and past employment, although they can go more in-depth, depending on the position. It usually returns a list of occurrences, legal actions or even credit receipts on a person’s driver’s license or social security number. Depending on your type of business, some events may need to be investigated before continuing the hiring process, such as felonies or misdemeanors. If the incident relates to your type of company, such as a bank robbery for an applicant applying for a bank teller position, take extra precaution before continuing and be sure to weigh all options of hiring this high risk applicant.
It is required by law to let an applicant know when a background check is being requested, in case of the event the applicant chooses to refuse the check and forfeit their application. Consent for a background check is almost always included on the application itself, so applicants know that there could be a background check conducted. However, it is a good idea to remind the candidate that a check will be done upon being hired and what it will cover.
Our instincts are our strongest indicators of red flags and even good omens. Instincts help guide us when we feel as though we’re in danger or when we have a ‘hunch’ about something. Don’t ignore these instincts when interviewing a potential new hire. The hiring process can be prolonged and even delayed if the hiring manager second-guesses their instincts by conducting multiple interviews or assessments. Know that you can read over resumes, cover letters and have an idea about a person, but if your instincts are going off when visiting with them over the phone or in person, take heed of what they are telling you. Do they display uncharacteristic body language, such as crossing their arms or rolling their eyes? Do they seem to be inattentive? Do they seem interested in the position at all? At the end of the interview, trust what your gut tells you about the candidate. The resume may have high remarks about them, but if your instincts tell you otherwise, go with what you know.
Amber finished interviewing a candidate for an opening as a telephone operator. She already conducted a background check, which came back clean and clear, as well as several new employee tests, such as a typing test and a customer service test. She was impressed with his scores and enjoyed speaking with him during his second interview. He seemed very enthused about the position and seemed to love the kind of work that it involved, but Amber was still not sure about hiring him. While he was polite, Amber noticed that he crossed his arms a lot and that his voice was gruff at times. When he was ready to leave, he shook her hand but did not make much eye contact. Despite his initial friendliness and good test scores, Amber’s gut told her he would not be a good match for the company based on his characteristics. Because of this, she decided to move on to the next candidate.