It is important to implement a thorough screening process when assessing applicants for a role, beyond just an interview. Although an applicant may appear suitable during the interview, it is important to consider that there may be underlying issues with their personality or skillset.
A comprehensive screening and background check can reveal any inconsistencies in an applicant’s application, such as misrepresentations or undisclosed criminal records. The screening process may expose any factors that would make the individual unsuitable for your team, or it could allay any concerns you may have. Here, we discuss some aspects of the current employee screening process and how to make it work for you.
A Question of Acceptability
What qualifications, experience, and personal qualities are deemed acceptable is a key element of the recruitment process. While it is important to have a desired candidate in mind, what makes for a successful hire?
This isn’t merely a theoretical concept: you’ll cause the members of your team to weigh in on what they believe about the minimum needs for a given role.
Create a list of essential qualities that are required for the candidate, such as expertise with a particular software or more abstract skills like customer service. These criteria should be included in the job description or considered when reviewing applicants and conducting interviews.
Depending on the trade, you’ll barely maintain legitimate needs to fulfil. Will your candidate have the acceptable accreditations or licenses for your workplace?
Have the signatories of the former leader’s non-disclosure agreement been prevented from signing any new contractual language? As an example, Buffer may have achieved success as a remote-first organization, whereby employees can develop their own schedules to ensure a healthy work-life balance. However, it is important to determine your own expectations and requirements to ensure you are fully equipped to assess any opportunities throughout the recruitment process.
Vetting Employees: A How-To Manual
If you are aware of the areas that require your focus and develop a consistent approach to be applied to each new tenancy, you should be able to effectively tackle the matter.
Take a look at one method that may be used to check out potential employees thoroughly before they are hired:
Application
Pre-application screening can provide an opportunity for employers to start assessing potential candidates immediately. The success of this method will be determined by a variety of factors, such as the location of the job posting, the language used, and the application process itself.
Candidates were not deemed suitable for the role as they lacked the confidence that they could successfully complete the task. An effective recruitment process should enable the most suitable candidate to be identified and highlight the desired qualities and skills for the role.
Advertise open roles on online communities and job boards dedicated to remote workers. For an imaginative role, for example, applicants could be asked to submit a piece of writing, an innovative concept, or examples of their portfolio. To assess technical skills, a quiz could be conducted. Requesting applicants to provide a video introduction may give more information on their behaviour and communication skills, which can be used to judge their soft skills.
It is recommended that you encourage them to personalize the subject line or send an email to a specific recipient. Additionally, you could consider asking them about their professional social media profiles, such as LinkedIn, Twitter and Facebook.
Interview
When considering a candidate who is located remotely, it is important to bear in mind that the entire recruitment process, including interviewing and communication, will need to take place via phone or internet. This requires that the internal team or recruitment agency are familiar with the necessary remote communication tools.
It is important to have an understanding of remote and virtual communication when conducting a remote interview, regardless of whether it is the first or hundredth time. This enables the interviewer to assess the applicant’s knowledge of the electronic communication methods required for the role they are being considered for. It is therefore essential to ask questions during the interview that illustrate the candidate’s experience with the necessary equipment.
During an interview, it is beneficial to assess a candidate’s remote communication abilities and ascertain whether they will be compatible with the management approach. In order to ensure success as a remote worker, it is important to be contactable through a range of mediums, such as SMS for quick updates and video conferencing for meetings. Therefore, it is wise to evaluate these techniques during the interview process.
Appropriateness for Telecommuting
Working from home has its advantages such as being able to wear pyjamas and save on fuel costs. However, not everyone is suitable for remote working, so it is important to stand out from other applicants during the interview process.
The increasing number of people working from home on short-term contracts is indicative of a growing number of individuals with extensive knowledge and experience across a range of disciplines. This suggests the emergence of a group of professionals well-versed in a variety of specialisms.
If the candidate has any prior experience of remote work, this is a great starting point to explore. It is important to understand how the individual was directed and what motivated them. Investigating what aspects of the remote working environment the candidate found most favorable will give valuable insight into their approach and attitude. Additionally, it can be beneficial to learn how the candidate measured success and evaluated performance.
Conduct a history check
It is essential to ensure that you have the necessary information to make an offer when you are prepared to move forward with a candidate. It is important to emphasize the need to verify the candidate’s claimed experience and qualifications. Additionally, it is important to ensure that their resume and academic records do not raise any concerns.
While performing a background check, you may inquire about a candidate’s credit history, drug tests, driving records and other information relevant to the job.
It is important to note that the use of bankruptcy or other public records as a basis for hiring decisions is not legally permissible. It is advisable to seek advice from a legal professional or a screening agency prior to conducting a background check, as this may be in breach of privacy regulations in certain states.
Be Sure to Verify References
This process could be an intensive one when considering remote candidates. It may take a bit longer than usual if you are working with candidates that contract with multiple companies. Even if it takes extra time to do this, it proves valuable to contact all of the prior employers in order to learn more about the candidate. Reaching out to all references and points of contact for those contracted positions will provide a true sense of the skills they bring to the table. You will have a better idea of how the candidate handles clients, multiple projects and time management remotely.
The Final Words
When recruiting professionals for a remote role, it is essential to assess more than a candidate’s CV to determine if they have the necessary skills to succeed. Taking the time to assess suitability thoroughly can help to expedite the recruitment process and ensure the right person is hired.
It is conceivable that the applicant in question is an ideal fit in terms of their qualifications and demeanor. While they may appear to be the perfect candidate, we should take the necessary precautions to ensure that they are up to the high standards we have set for our team. Further investigation should be undertaken to ensure this.
