It’s no secret that the hiring process can be long and arduous. You have to find the right candidate, review their qualifications, and then conduct interviews before you finally make a decision. But all of that work can be for naught if you don’t do your due diligence and check out your potential employee’s background thoroughly. Not only is it important to verify their experience and qualifications, but other aspects of a person’s history might be crucial when deciding whether or not they’re the right fit for your business. To ensure that you make a well-informed decision, here are six key things to look into before making that final decision:
A DBS check, also known as a criminal record check or police check, is a standard procedure in the United Kingdom. It usually takes around 10 working days, but it can take longer if the applicant lives overseas. Luckily you can now streamline the process and apply online for a DBS certificate through an accredited provider. All you need to do is fill in a quick application form, and upload relevant documents and you will get your certificate in 3-5 days. It’s important to note that not all offenses are disclosed on a criminal record certificate. Some minor offenses may not be revealed, and some sensitive information may be withheld (e.g., details about convictions that have been protected by law).
When considering a new employee, it pays to get an accurate picture of the applicant’s work history. That’s why conducting reference checks is so important. Reach out to their previous employers, colleagues, and supervisors and ask questions that give you an idea of how the candidate performed in their job, as well as any issues or concerns you should be aware of. You can also use references from people outside of the workplace — such as school or university professors — if applicable. These can provide valuable insights into the candidate’s character and performance.
While references are a great way to get a sense of an employee’s past performance and character, it’s also important to review the terms of their previous employment contracts. This will give you an idea of what kind of salary and benefits they’ve been used to in the past. It can also provide insight into any restrictions or other special arrangements that were agreed upon (e.g., non-compete clauses). For instance, if the employee was bound by a non-compete clause, you should be extra vigilant to ensure that they don’t violate it when they join your company. On the other hand, if there were no special arrangements, you may be able to negotiate a better deal for the employee.
When considering an applicant, it’s important to ask them to provide proof of their educational qualifications. This includes diplomas and/or degrees from accredited institutions or schools as well as any additional certifications they may have earned. It’s also a good idea to follow up and contact the educational institution or school to verify that the qualifications are genuine. However, keep in mind that some professions may not require any formal qualifications and only need relevant practical experience. In these cases, you should assess the applicant’s skills and experience through references or interviews.
Most professional memberships are renewable every year and require continuing education to stay up-to-date with trends in the field. As such, it’s important to ask the applicant which professional memberships they hold and verify that they are in good standing. This will give you an idea of the depth and breadth of their knowledge, as well as how committed they are to staying on top of industry trends. However, if the applicant is new to the field, you may want to skip this step and focus on other criteria such as their work history, references, and/or educational qualifications.
Social media has become increasingly important for employers when assessing potential employees. As such, it’s worth taking a look at the candidate’s social media accounts or conducting a basic online search to check their online reputation. It’s also important to keep in mind that some industries may require applicants with a strong social media presence — or at least one with no negative posts or comments about them online — so it pays to be thorough here as well. Just be sure to comply with all applicable laws, including those that protect employees’ privacy.
Even though the recruitment process can be time-consuming, it’s important to make sure that you cover all the bases and thoroughly review each applicant. And by checking the above-mentioned criteria, you can be sure that you are making an informed decision when it comes to hiring the right candidate. Good luck!