Posting a job ad can attract many kinds of applicants. To find the most qualified candidate for the position you need to fill, consider the following tips for an orderly and successful search.
Review Academic Credentials
Professional job requirements typically include transcripts from applicants’ academic achievements, such as a college degree from a high ranking institution, such as an accredited California business school with successful alumni. An applicant’s education could also include professional licensing and training certifications. Take time to carefully evaluate the records that are sent on behalf of the applicant. Plagiarism and forgery have occurred even for the most prestigious jobs. Ensure that your organization receives a certified transcript. If you are unsure what some of the abbreviated course names or degree titles, contact the institution to find out.
Check Listed References
Contact each reference listed on an applicant’s resume. Make sure their current titles and positions match those provided by the job seeker. Ask legitimate questions that are permitted by law about the applicant’s prior job service and character. Take notes or, with permission, record the conversation for later reference if needed. You might even send a confidential email inquiry to each reference and file the return email responses in the candidate’s folder.
Consider a Candidate’s Job Experience
An applicant may list work experience that sounds similar to the duties associated with the position you are trying to fill. However, you might want to check the company’s website or contact HR to see how similar the job duties are to your available position. Some applicants describe previous positions in ways that correlate to the new job being applied for despite significant differences. Conversely, some previous jobs listed in the resume might sound very different from those you have available. Still, skills like logic or productivity could fit well with your open position.
Schedule a Meaningful Interview
Avoid a mundane interview process just because it is expected. Take time to get to know the candidate with introductions to employees who work in the department to be filled. Also, arrange brief meetings with administrators who can help to assess the person and provide helpful feedback from their vantage point. Show the applicant around the company and watch for facial expressions or tone of voice as indicators of enthusiasm, boredom, or uncertainty. Although they are inconclusive in themselves, these impressions can help give you a better idea of the applicant’s fit with the job when added to other screening tools. Ask challenging questions that enable the applicant to discuss personal strengths and weaknesses that may impact the current position.
Administer Relevant Testing
Depending on the position to be filled, you may obtain and request tests related to the job. A marketing position, for example, will require English proficiency and creative thinking. There are industry-specific assessments that can identify a person’s knowledge level in categories that pertain to the position. Again, while these are not the definitive measure, they can contribute information to a candidate’s profile to help you make a hiring decision.
Although evaluating a job candidate takes time, the effort is often worthwhile. Hiring the right person for the open position can save the company money over the long haul. A suitable candidate may adapt readily to the job and become an asset to the organization.