Utilize an Effective Pre-Employment Screening System
A resume is a candidate’s one chance to shine; an initial first impression to grab your attention as the hiring manager. But what about candidates who use this opportunity to highlight fabricated achievements and work timelines to make themselves appear more competitive in hopes to be selected for the job? Without knowing any of the applicants in your talent pool, how do you navigate the waters of truth and fiction?
Highlights on a Resume
Every candidate’s resume will look different in format and design. Having a screening system in place allows you to check for the basics- companies, time worked in each company or position, specific tasks or achievements during tenure, and sometimes, position title.
Reading through every word in a resume can be a daunting task. Having a checklist of the most important aspects of a resume is key. This way, you can quickly graze through each resume looking for the highlights and move on.
If you have a position that is likely to grab a lot of applicants, using telephone screens before offering in-person interviews on those candidates whose resumes you’ve selected is an effective way to save time and money during the screening process.
Use this opportunity to ask about those highlighted points you drew from the candidate’s resume and make sure their story matches up. The thing about fabricated information on resumes is that oftentimes candidates who falsely list dates and duties can’t always keep track of what’s real and what’s not. This becomes evident as you ask about specific dates of employment and details about job duties.
Another measure to pre-employment screening that you may choose to utilize is assessment tests, which assess your candidate’s skills, abilities, and aptitudes to ensure they are a right fit for the job and your company. Quality assessment tests will have checks for honesty and truthfulness. These measures can be used to validate candidate’s integrity in different ways that are not easily recognized in a resume or through phone screens and interviews.
Reference checking is typically a great way to validate candidate’s abilities and potential fit for a position. Speaking with former supervisors or even colleagues can provide helpful insight regarding what it’s like working with this person and how they interact with and deal with others. They can also provide validation regarding a candidate’s claims as listed in their resume or reported through interviews.
Selecting quality candidates is a tough job, especially when you must rely significantly on the information candidate’s present to you. Having a system of quality screening tools in place will encourage candidates to be forthcoming and upfront. Showing that this process is no-nonsense is another effective way to weed out the problem candidates before really investing in them, or even worse, putting them on payroll.