It happens in every industry: the candidate who was chosen over all others because they were found to be the most qualified for the position during the interview process, can't perform the job they were hired for. This common issue among employers can be avoided with a thorough, pre-employment screening process.
Nothing is more frustrating to an organization when they are hiring for positions, other than going through the entire hiring process, only to find that candidate isn't as qualified as they portrayed themselves to be . Your company has spent days, weeks, sometimes months searching through resumes, interviewing candidates, and finally choosing the candidate deemed "most qualified", to find that unfortunately, they cannot perform the job which they were hired for. Your company has just lost valuable time and money and now will have to begin the process again. A recent survey from CareerBuilder, who interviewed 2,500 hiring managers, and found that 56% of the hiring managers have caught candidates lying on their resumes. While these numbers seem staggering, one cannot blame a candidate for "polishing up", their skills and qualifications.
The interview process, is basically the process of a candidate attempting to convince a company that out of everyone else applying for that position, they are the most qualified and skilled. When an individual is hired and cannot perform the functions of the position, it is due to a poor pre-employment screening process. There are three steps that employers should take to ensure they are getting the most qualified candidates with no set backs.
1. Utilize an all-encompassing background check
Your company should use a background check that includes an individual's employment history, educational history, and criminal history. Most obvious of all, you want to keep your customers and business safe by hiring honest employees. If a candidate lies about their education, they will most likely have lied at another point in the hiring process. Finally, a very common trend is when a candidate lies (or forgets) about certain positions during their employment history. They can lying for various reasons. For example, they could have been terminated from a previous position due to poor attendance, poor performance, etc. It just happens they didn't mention the termination on their resume or during any interview. These are the facts you must know before allowing a candidate to represent your company as an employee.
My Advice: Background checks can be costly (depending on the amount information requested) and background companies will usually give large discounts if you buy background checks in bundles. Background checks should not have an expiration date for their use, therefore if you buy in bulk (ten or more) you will see a price reduction without a time restraint.
2. Incorporate pre-employment tests to accurately measure future job performance
Statistics is a wonderful tool and it can be used during the hiring process. Companies such as HireSelect, provide their clients with aptitude, personality, and skills tests. These skills and aptitude tests have been proven to show a positive correlation that accurately predicts future job performance. The higher the test score, the higher the skill or competency of the candidate for what the trait the test is designed to measure.
My Advice: Companies that provide these tests that measure correlation, will often allow clients to administer each test an unlimited number of times, within a given period of time. Also, prior to spending any capital on software you may or may not like, ask for a free trail of the software and USE IT. Find what skills, aptitudes or personalities high performing employees tend to have and find the tests that already been created. Have your current employees take the tests for the skills you wish to measure . If the tests are valid, chances are likely your higher performing employees will have higher test scores. Requiring candidates to receive a minimum test score in order to be considered for employment, is an objective and efficient method in eliminating unqualified individuals and finding those most likely to excel.
3. Give candidates a realistic outlook of the job and all of its various functions
The third step is often the most overlooked. Most people do not like to be lied to when that lie could influence an important decision such as the direction of one's career. I have seen very talented individuals walk out of jobs in their first week due to managers "sugar coating", the day to day responsibilities of the position during the interview process.
My Advice: When candidates are given a realistic outlook on the job, there will be on of two positive outcomes, either they will no longer have interest in the position, or they will be fine with the responsibilities and have a better understanding of those responsibilities once hired. This simple step greatly improves the trust between management and the employee right from the start of the employment process (while also removing candidates not fit for the position).
Human capital is what drives an organizations success and ,any companies do not want to take the proper time to develop a streamlined, efficient screening process for candidates going through the hiring process. If your company is truly invested in finding the most talented candidates, it will take the three necessary measures needed to better predict the future job performance of those employees.