You just posted a position. Already, the flood gates have opened – with hundreds of resumes to review. How can you determine who is right for the position? There are several important tools, including uncovering previous employment references – and which references are unqualified. Also, previous job patterns may tell you an interesting story.
This information offers a glimpse into a candidate’s personality traits. But, more importantly, it will give you the information needed to ask the important questions – and discover what you need to know most.
Quit Last Position…Nothing Lined Up
You found the ideal candidate. However, in reviewing their resume a red flag sends you to a screeching halt. The last job was quit, without anything lined up. What does this mean?
Consider this. The majority of employees line up a new position before cutting ties with their existing employer. So, leaving without a new job should raise eyebrows. What’s the real story?
Did the employee get fed up, and walk out without any notice? Do they have a habit of rash decisions? Or, even worse, was the employee fired – and they’re disguising the truth. Remember, over half of candidate’s resumes contain false information; it’s your job to smoke out the truth so you can make the right decision.
The Serial Job Hopper
You find a candidate. They have the right skills and the background. Then, it happens. Reviewing the resume, you notice they have multiple short-term jobs. Red flag? Maybe.
With a serial job hoper, focus on career aspirations. Is the candidate job hopping, because the previous position doesn’t fit with their career goals? And, more importantly, do the candidate’s aspirations fit within your organization. With this information, you can discover if the candidate was job hopping due to poor fit – or if there’s bigger challenges.
Previous Managers, Absent from Reference List
Will the candidate get along with management? Look at the candidate’s past for clues. For example, has the candidate listed previous managers on their reference list? And if not, why?
A previous manager offers valuable insight into the quality of the applicant’s work, and potential fit within your organization. If they’re absent from the reference list, you’ll need to do a little digging to find out if there’s a bigger issue, that could affect their success at your organization.
Evaluating work history is just one tool in the pre-screening process. The key is to use this information, to ask the right questions and draw out the information you need most, to make better hiring decisions. If you need assistance with this, CERS can help. We can show you how references should look, and get closer to finding the right candidate for your position. Simply call or email us today for a free no cost assessment and quote at 561-910-8000.
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References
U.S. News. 6 Red Flags Employers See in your Job History. Retrieved 12/14/12 from https://money.usnews.com/money/blogs/outside-voices-careers/2012/10/22/6-red-flags-employers-see-in-your-job-history
