Hiring new talent is never an easy task. In fact, it can be extremely complicated when exhausting with long period of interviewing and assessing the candidate profiles.
At Faro Recruitment Vietnam, the talent acquisition process is much more complex than simply choosing the appropriate person for a vacancy. The task is more about attracting and securing the best option, who owns values that align with organizational principles and mission.
Below are some key things to remember to avoid “had hires”:
1. Do not trust your instinct, question everything
Whether your recruitment target will be normal employees or C-level executives, just realize that you all have a slight chance of picking criminal, under-qualified and mentally unstable candidate. It is reported that almost 40 percent of total CV and job application include vague or fake information. This surprisingly high number can result in inefficient and troublesome staff. In the worst case, negligent in hiring may lead to serious law suit if your staff hurt someone or do something illegally. You company can be held accountable and responsible for legal punishment. Moreover, with the increase of organizational scandals and identity theft, it is a big mistake to make recruitment decision just based on online profile and interview impression.
Therefore, background check is a must. Your check incudes confirmation of previous employment claims, criminal and health records. In some case, an identity check should be carefully undertaken (this is often applied for security staff).
The problem of background check is that: while some of this information can be found publicly, specific records concerning medical, education and military is confidential. Therefore, you should ask the candidate directly; those who have nothing to hide will definitely show you. Just remember that you check the original documentation or at lease certified copy from the authority. With the advancement in technology, it is easy to fake a certificate in the form of photo with some basic Photoshop technique.
2. Screening and predicting unwanted behaviors
Depending on the vacancy you are trying to fill, there are many extra screening steps that you have to take. Some may include handwriting analysis, IQ and EQ test, lie detector, psychological testing as other assessment tools in order to help business leaders to choose the best employees. By performing such profiling activities, only people who have the right set of skills and values would be presented on the shortlist. However, HR managers should remember to fully demonstrate the purposes of all the test and ask for candidates’ consent to avoid any legal problems in the future.
3. Always check references
Before making a final offer letter, do not forget to check at least three references provided by the applicants. In fact, it is researched that most HR managers neglect this crucial step. Two of the references should be related to the candidates’ previous job and one should be personal so that you can understand both the capacity and personality of a candidate. Just picking up the phone and call those people, you would be surprised with the amount of information you can get.