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