Faith in your job applicants
Have you hired someone in the past without checking their employment history or background?
You can take short cuts and you can get away with it for a while. Just like a bad penny, it will catch up with you eventually. Don’t wait to get stung. Hiring people that looks good on paper and can interview well does not guarantee their honesty or their ability to perform well in the role. Only when a candidate has been diligently screened, employment history and education has been scrutinised can you say, here is someone worth hiring. Don’t take risks with your work by employing people you might later regret.
Remember! Your reputation and your team is too important. Just because you found a good candidate before without checking does not guarantee you’ll do it again. As always, you will eventually get caught out.
Evaluating a candidates employment history, looking through each role they’ve listed on their CV. First things first, did they work for the employer they said they did? Does the role reflect the one on their CV?
When you are looking to hire, particularly for a key position, you have to be mindful of the experience listed. Have you been able to determine if the candidate has five-years experience in a similar role, or, do they actually, only have one-years experience five times? This is of high importance for some roles, particularly senior positions and technical roles.
Verifying a candidates employment history is a time consuming process, and is often missed out, especially when a deadline is fast approaching. Due diligence of a candidates employment history and background is imperative. Short cutting at this stage is a false economy, you want to hire a person with ability to perform well in the role, not someone that could potentially cause more damage than they’re worth.
We like experience above all else. However, when experience is backed up with education you know you’ve got someone very much employable. Some roles require specific qualifications, you wouldn’t want to be in an operating theatre with a surgeon without a medical degree. Again, diligence need to be done. Knowing which institutions were in attendance and qualifications achieved reflects directly on the candidate.
Sometimes professional qualifications is all that is needed for some of the roles you are hiring for. This does not detract from having a degree, but, rather support and emphasises your ability and knowledge if you do. These still needs to be checked out. There are many sources to gain an insight of a candidate, if that is required. Due diligence doesn’t have to stop at Employment and Education History. This can and does separate top candidates from the pack.
Using our Recruitment Service
You may have used recruitment agencies in the past. And you may have been happy with the service, some of the time and perhaps, even most of the time. If you want a recruitment service where you are in control contact us by email, by phone 020 7281 0934 or send us a vacancy. We guarantee a consistent quality recruiting service. After all, we are the industry experts in this field.