(Newswire.net — April 20, 2021) —
Unemployment can be a plague. It prevents a person from living up to all of their hopes and dreams. The longer an unemployment spell lasts, the more desperate a person becomes. They may include more colorful details on their resume to appear more interesting and more qualified.
It is important that you do your due diligence. Is everyone on their resume the real deal? By poking into their employment history, you can find out more.
Find Out About the Companies They’ve Worked At
When you’re conducting an interview, it’s important to ask questions. You’ve already got a person’s resume in front of them. Ask for details about the companies they’ve worked at. Be sure that what they’re telling you in-person or over the phone matches up to what they’ve written down.
Use some common sense about the companies. For example, if they say that they’ve worked for Apple, find out if they worked at the headquarters in California or if they’ve worked for an Apple Store. There’s a big difference. Often, people will use the most impressive-sounding verbiage, which can also taint the impressiveness of their resume. It’s up to you to do the digging to learn the truth.
Find Out About the Positions They’ve Held
A person’s employment history isn’t just about the companies they’ve worked for. It’s also about the positions they’ve held. Many people build a resume to focus on the time they’ve worked for a company as well as the company itself.
Working at Apple corporate might be impressive, but not if they were a janitor or a customer service agent.
Learn about the positions they held as well as the responsibilities that they had. Find out about such things as:
- Hours worked
- Average workweek
- Number of people they supervised
- Tasks performed
- Types of meetings held
Once you know more about the position, you can compare it to the position you are currently hiring for. It can help you to determine if the position is something that the candidate is capable of handling.
Ask for Details About the Job
During an interview, you should be asking for details about the job. Most resumes will use bullet points to discuss their accomplishments. Find out more about the roles and responsibilities of the job, how they handled certain situations, and more.
If a candidate struggles to provide answers, you’ll want to consider whether they actually held the positions they claimed. That’s when you can ask more in-depth questions about the software used, names of supervisors, and more. If you don’t like the answers that you get, you can flag the resume so that you can send it to be verified.
Avoid Issues Post-Hiring
The real reason for verifying employment history is to avoid issues once you hire them. The hiring process is done so that you get the right person for the job. You don’t want to pass down someone who has all the necessary credentials for someone who has falsified their resume.
At some point, the person you hire will be left to do the job. Can they actually do the job? How much additional training will they need? How many issues will they have?
A person who isn’t qualified can drag down employee morale and end up costing you a significant amount of money. It can end in you having to terminate the employee, which means you’re back to the hiring process all over again.
Many issues can be avoided by going through a screening process for each and every person that you hire.
Enhance Your Screening Process
There are a lot of things that you can do to boost the screening process of candidates. It’s important that you pull out all the stops to ensure that you know who it is that you’re hiring. Unfortunately, you can’t accept everything on a person’s resume as truth.
Depending on the size of your HR team and the amount of time you have to hire individuals, you can decide to handle various aspects of the screening process on your own or utilize third-party verification services. Regardless of what you choose, it can provide you with facts so that you can make more effective hiring decisions.