Three critical pre-employment screening tips to help ensure you’re recruitment decision is the right one.

It’s an unfortunate truth that all businesses at some point will have discovered the consequences of a bad hiring decision. More often than not this boils down to nothing more than an issue of cultural fit, or a simple skills gap, which is relatively easy to rectify. However, more and more often we are hearing of companies who, after hiring a new employee, are left facing much more potentially damaging consequences.

From hefty fines, legal implications, and not to mention the detrimental consequences to your company’s reputation, the cost of a bad hiring decision has ramifications that can often last long after the employee in question has left.

Of course, ensuring your hiring processes are comprehensive can go some way to ensuring you don’t have the misfortune of facing such dilemmas. Hiring managers are increasingly moving away from the traditional question and answer approach to interviews, instead requiring candidates to undergo psychometric testing and a variety of other assessment activities, which affords employers the ability to gain greater understanding of how a person works as part of a team, as well as what motivates an employee, while uncovering their competencies in a working environment.

http://www.cipd.co.uk/pm/peoplemanagement/b/weblog/archive/2015/04/23/forget-everything-you-know-about-recruitment.aspx

But after interviewing what can employers do to ensure that their hiring decision is the right one.

1 Check references:

In public sector organisations reference checking is meticulous. However, that same cannot be said for organisations who operate in the private sector. All too often employers take candidates at face value, or believe that the referencing process is a long and drawn out one. Yet, while it can mean that the time from interview decision to employee commencement is extended, it does pay dividends in the long run. Obtaining references from previous employers is a trusted recruitment tool and can give insight into a candidate’s strengths and weaknesses, as well as their sickness absence history.

2 Check online presence:

With an abundance of social media platforms, these days you will be hard pushed to find anyone who doesn’t have an online presence in some form or other. Checking for an online presence is a quick and simple process, and may afford you human insight into a prospective employee. While there is an abundance of examples where employees have lost their jobs as a result of what they have said on social media, on a more positive note, it can also afford employers insight in cultural fit, or a person’s interests outside of work.

3 Adhere to legislation:

Recruitment law and legislation is forever being updated, therefore it is important that as a hiring manager you stay up to date with such changes. Certain positions will require a number of background checks to have been carried out before a candidate commences with your organisation. These checks can include disclosure barring checks (DBS) insurance checks, bankruptcy and financial searches, and verification of membership to any relevant professional bodies. Failing to adhere to such recruitment legislation can be costly to your business, and may mean you are operating illegally.

Of course the above tips rely on any business having stringent recruitment policies in place. In today’s working environments time is of the essence, and so affording the recruitment process the time it deserves can be difficult. It may therefore be worth investing in out sourced HR services. At Signature HR, we are experts in providing support for managing the employee life cycle, providing services ranging from pre-employment screening, engagement and pulse surveys through to exit interviews, supplying data which is integral to all key people decisions. For more information on how we can work alongside your own recruitment processes to ensure your hiring decision is the right one, click here.