Background Checks Are Enough? Think Again…

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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.

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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!

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Jane is a freelance writer and blogger.
She writes about free background checks for
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