01/25/14 By Jennifer Brown

Job-InterviewYou spent about 45 minutes interviewing the job candidate, loved him/her and are ready to make an employment offer – right? I hope your answer was a resounding NO!! One interview is never enough to make a decision on whether to hire someone or not. Every employee you hire has the potential to make or

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break your company. No other business decision is more important to the success of your company than who you

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Therefore, a thorough candidate assessment process is a must. Set-up a multiple hurdle approach in which candidates must “pass” each step to proceed to the next step. A sample approach is:

1. Review resume to ensure candidate meets job-posting qualifications.
2. Conduct a phone screen to qualify candidate for the position.
3. Hiring Manager conducts a face-to-face interview

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with candidate and candidate completes the application.
4. Candidate has a second face-to-face interview or lunch meeting with hiring manager and another employee and/or colleague.

Note: Candidates tend to let their guard down in more informal situations such as a lunch, so this gives you additional insight into their ability to do the job effectively.

1. Conduct thorough reference checks (you could also move this step up to before the second interview).
2. Conduct background checks (e.g., criminal, education, driving record) if applicable.

Note: Background checks often need to be completed once a conditional employment offer is made to the candidate.

Take your time with the candidate assessment process – effective hiring will not only help your company thrive, but it will prevent you from having to spend your time, money and energy on addressing employee issues.

YOUR TURN: What types of candidate assessment approaches do you use? Please leave your reply below.

Image courtesy of Ambro via FreeDigitalPhotos.net

Jennifer Brown is the founder of PeopleTactics LLC, she is devoted to helping small business owners implement solutions to prevent Human Resources problems that drain them of their time, money, and energy. Jennifer works with small businesses in order to help them build stronger employee relationships, understand and comply with employment laws, establish policies, and set up easy-to-use HR systems to consistently avoid problems.

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