Even as recruiters review resumes for points of compatibility and fit, they should simultaneously looking for signs of major untruths. This includes employment with fictitious companies and projects, non-existent academic qualifications.
A well-tuned in recruiter can identify the following anomalies in a resume. Does the resume seem too glib, too good to be true? Do they lack facts and brag a little too much?
Probing to find anomalies
Based on what the recruiter uncovered in the resume reading, detailed and perhaps multiple interviews may be set up. Clearly marking out what the interview questions need to further discover will help trained interviewers to use their expertise appropriately.
Rushing the interview process is never a good idea at any time – more so when red flags have been identified for clarification. The longer interviewers spend talking with candidates, the greater the chances of getting the true information – on responsibilities, achievements, ‘extra-mile’ successes, etc. Asking them for examples and more details is also a good interviewing tactic. If the candidate is genuine, further positive traits will surface that will enable a right fit.
References are another good avenue to obtain specific information on the candidate’s emotional and social intelligence, collaborative skills, leadership qualities and interpersonal skills.
The probationary period – A good shield
With the best resume reading and interview processes, it is quite possible to miss cues and bring on board the wrong person. The probationary period is an effective shield to protect the organization – if it is not treated as a mere formality. From the resume to the interviews and the probationary period – a consistent watch can work wonders to weed a bad hire before significant damage is caused.
Experienced recruiters spending the extra time in the resume sifting stage can throw up vital points and red flags. The best way for organisations to uncover discrepancies is by going through the candidate’s digital footprint.
A well thought out recruitment process, executed unhurriedly, gives comfortable elbow-room to focus on the points raised. What it needs is a seamless and collaborative way of communication and follow up to closure. Such carefulness will not only identify the right talent to help business, but also prevent a potential bad hire from causing adverse outcomes.