A thorough hiring process — key to making a good decision

I’ve been interviewing candidates a lot in the past few weeks, and I’ve been reminded once again that a thorough hiring process uncovers important information.  Here are a couple of examples:

Candidate 1 – Mr. X = He had a good resume, looked to have the skills and experience my client needed.  He interviewed well, answering my questions with enough detail to show his knowledge.  Near the end of the interview, I reviewed his job history with him.  Noticing a gap in employment dates, I asked what he was doing.  Turns out he was serving time in prison–almost 2 years.  While that won’t necessarily disqualify a candidate, it does indicate the need for further review, including a criminal background check to verify the information provided.  If I hadn’t asked….

Candidate 2 – Ms. Y = She had a great resume!  She interviewed extremely well and provided pictures of her recent projects.  She also provided a list of more than a half-dozen references.  She seemed to be really thorough (which was a requirement for the job).  When I checked her references (yes, you DO need to check them), I found the list less than helpful.  Phone numbers were wrong, several of the people listed no longer worked at the companies listed, and no one I reached could speak first-hand to her experience in the type of projects that she was claiming to be her specialty.  Hmmmmm.  It was, at least, evidence of a lack of attention to detail, and perhaps something more.  If I hadn’t called….

Studies tell us that interviews alone only provide about a 14% chance of a good hire.  You need a strong and well-thought-out hiring process to cover all your bases.  If you don’t have the time or skill to do it yourself, hire someone like me to do it for you. 

It’s important!

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