How to Find a Valuable Employee
Look for gaps in the employment history of the resume
All too often, people think that they can wow human resource managers with fancy resumes and flowery vocabulary. However, it is the content of the resume that is most important. Look for long and frequent periods of unemployment between jobs. This may indicate that the employee has problem holding down a job. This may also indicate something more serious such as a criminal record.
Look for contradictions in the resume
Everyone wants to sound as though they are an important asset to their company. This want can sometimes lead to padding their resumes, however. Look for “facts†in the resume that may be contradictory. For example, if a candidate previously worked for a small mom-and-pop fruit stand, yet they boast selling millions of dollars in merchandise, the numbers don’t seem to add up. Any suspicious activity in a resume may mean that you don’t have a trustworthy candidate.
Properly assess different aspects of the interview
You’re mother was right; first impressions are very important. Take note about how the candidate is dressed. It should be appropriate for the position. Was the candidate on time, or even a few minutes early? This may be an indication of how their attendance will be. Did they come prepared with a copy of their resume just in case you didn’t have one? Be sure to also note their answers to your questions. If a candidate has to constantly look at their resume, it may indicate trouble. Job candidates should know their own work history, and any hesitation can be suspicious.
Always ask for a list of references, and follow up
Often times hiring managers won’t ask for references from their candidates. This is a huge mistake. For one, a candidate who already brings a list of typed up references shows that he or she is serious about the position. Also, a lack of references from previous employers may indicate that there were problems at the candidate’s past jobs. While you may want to contact one or two personal references, you also want to follow up with as many professional references as possible. While you are limited to the questions that you can ask, you can usually confirm previous employment dates and job titles with ease. You also may find that a candidate had a confrontational or violent past at a position. This could save you from any future problems or harm to your current staff.
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