Background Checks Are Enough? Think Again…

Use our LinkedIn Login to download this post to PDF or save it to MyLibrary!

p r e f e r r e d - v e n d o r
What Is MyLibrary?

How to Hire the Right Person for your Company

If you’ve recently entered the world of hiring, in which you, for the first time, are sitting on the other side of the interview table, you may breathe a sigh of relief. You may think that, now that you’re in charge, being the interviewer and not the interviewee is going to be easy.

In hiring, that’s misconception number one.

Misconception number two is that hiring the right person will be apparent after talking for only a few minutes. Of course, running a standard background check is an integral part of the hiring process. But there’s more to it. Here are a few tips:

Don’t necessarily hire the person you perceive as most intelligent

I know this may seem a bit counter-intuitive, but intelligence, which is usually gauged by an ability to converse well, isn’t necessarily the quality you’re looking for when hiring. Of course, having intelligent people on board is absolutely essential, but there are other factors to consider.

  • Does the candidate display a solid work ethic?
  • Does she have lots of expertise in the area she’ll be working?
  • Will she work well with others?

Strong intelligence is often associated with a certain willfulness that may not necessarily cohere in a teamwork setting.

Ask questions that determine the candidates’ fit for the position and the company as a whole

Of course, sometimes those clichéd interview questions — Where do you see yourself in five years? What’s your biggest weakness — serve their own purpose.

But it’s better to develop a question set that is very specific to the position. More than just that, ask questions that will determine how the candidate may fit within the company culture.

For example, if a candidate seems really formal and uptight, but your office environment is exactly the opposite, the candidate may have trouble integrating.

post continues after these free offers

a d v e r t i s e m e n t s

Today's Featured Free Offer

You're Doing it Wrong

Change Management for Your Organization

Change Management for Your Organization

I am a recovering change management consultant. Over the last 20 years or so, I’ve focused my career primarily in the people change management space. My job was to help companies realize the ROI of their multi-million dollar investments – whether they be investments in organizational redesign, new systems or large scale business transformations – by mitigating resistance, creating buy-in and driving adoption. The way to do that was to get the people on-board with what was happening. If they stopped resisting what was inevitable and just adopted the change, then all would be right in the “corporate” world. And I use the term “corporate” as a catch-all. These challenges and my project work spanned industries and organizations, from non-profit and government to privately owned and publicly traded enterprises.

The challenge is and always will be people. People will make or break the success of any change a company wants to make. So my job was part data analysis, part coaching, part writing, part training and part shrink. Get into the heads of the people to figure out what they wanted and find a way to make this change something they want. Or better yet – need. Call it marketing. Call it change management. Call it what you want. No matter how you slice and dice it, or whatever you call it, I was doing it wrong. And so are you.

If we apply the “Ask, Listen and Do” mindset to this problem, we as change management professionals can increase our effectiveness while enabling organizations to actually realize the ROI of their big dollar investments.

Let’s look at 2 different change management models to see the difference and similarities: Lewin's Change Management Model and Prosci's ADKAR Model and 3-Phase Process.

Offered Free by: POPin

More Free Offers to Consider:

Recommended by Recommended by NetLine

Click Here to View More Selections In Our Resource Library

a d v e r t i s e m e n t

post continues from above

Have a few other colleagues meet with the candidate and get feedback from them

If you’re a hiring manager, chances are you’ll be the new hire’s supervisor, or you simply work for HR department, meaning you won’t have meaningful contact with the candidate once he or she is hired.

As such, bring one or two people with you to the interview who will potentially be working with the new hire on a daily basis, and get feedback about their impressions.

Look at the entire package—interview, previous experience, references, and more

As noted, a background check will of course only tell you whether the candidate has been in legal or financial trouble.

A resume will only say where’s she’s worked, not how well she worked.

An interview will only indicate their ability to carry on an engaging conversation.

Whenever you evaluate a candidate, take into consideration every bit of information you have on the candidate.

You can always start with a free background check, but always continue your evaluation into other areas as well, providing a better perspective of your candidate.

The most important thing to remember is that hiring the right person can be an incredibly huge boon for your company.

Hiring the wrong person could cost your company thousands, even millions, over the next few years.

Be thorough in your hiring process!

What Is MyLibrary?
a d v e r t i s e m e n t s
Whether PC or Mobile, you need to protect your data and your machine...
a d v e r t i s e m e n t s
(Visited 1 times in the last 4 wks, 1 visits today)
The following two tabs change content below.


Jane is a freelance writer and blogger.
She writes about free background checks for
You can reach Jane by leaving a comment below or via email...

Latest posts by Jane (see all)

Share with your networks:
Posted in Recruiting, The HRIS Career World and tagged , , , , , , , , , .

Comments & Recommended Content via Disqus