Recruitment comes with a lot of workloads for employers because of the rigorous vetting process for employment. Hiring new employees without thoroughly vetting them might cost you a lot, such as negative company records and less productivity. In other words, if you hire someone who is not fit for the role, it might lead to underperformance and unpleasant remarks for your business.
To ensure that you choose the best candidates, you must develop an up-to-date vetting process for employment. The vetting process will ensure that candidates possess the required skills, experience, and necessary personality to thrive in the role.
This article will help you develop a streamlined vetting process for employment. We will also consider what candidate vetting is, the importance, what to do before, during, and after the interview.
What is candidate vetting
The vetting process for employment involves screening and having a detailed background check on a potential employee. The vetting process will also include specific questions to be answered by the candidates. Their answers will help you select only skilled and experienced candidates at the end of everything.
Importance of vetting process for employment
- The vetting process will help you focus on qualified candidates.
- Taking the time to screen candidates will help increase business productivity.
- It will also help decrease employee turnover by choosing candidates that match your company values.
Before the interview
Here are a few things to include in your vetting process for employment before you schedule interviews:
- Job description and questions
Before you schedule an interview for job applicants, you must have a well-written job description of the supposed position. To also help you select the required candidates, you can add questions to the job posting. These questions will help the candidate determine if he or she has the required skills, certifications, and experience before applying for the role. That, in turn, will save you unnecessary vetting stress too.
You can as well send an aptitude assessment form to applicants to ascertain if they have the required skills for productivity in the role. These assessments will test a candidate’s language, computer skills, on-the-job skills, and usage of the English language. Adding the assessment test to your vetting process for employment will help sieve out candidates that do not have the right skills for the job.
Also, check the resumè and cover letter of all applicants. As you review the cover letter of applicants, there are various questions you need to ask yourself. Such questions include: Does the applicant change companies frequently? The proximity of the applicant; how close is he or she to the company’s location? Once you have gotten applicants that meet the job description, you can then create a set of questions. This set of questions will be for the interview proper. You can also discuss work availability, salary expectations, job interest, why they left their previous jobs, etc. These questions must not be lengthy, so it can fit into the typical 15-30 minutes for an ideal interview.
During the interview
With an already prepared vetting process for employment, you should be able to narrow your candidate list to a few top applicants. This will help you save time by focusing on the top applicants that are most likely to get the job. However, to ascertain whether your top candidates who look appealing on paper are worth the credence, prepare a targeted list of questions to ask during the interview in person or video (just like we mentioned earlier).
Here are a few things to put into consideration when developing interview questions:
- Evaluate both soft and hard skills.
- Focus on specific information provided by a candidate in their resumè,. Such as previous employment (if any), certifications, address, and attestation.
- Assess work style and personality traits to determine if they match your company values and culture.
- Rate their level of understanding of the job description. Because that will determine how well the candidate will perform in your absence.
- If you want to hire different persons for the same role, you can conduct a group interview. The group interview will help determine how well they relate even as strangers.
After the interview
At this stage, half of the vetting process for employment is almost over. After screening and interviewing candidates, you must run a thorough background check on these applicants before you go ahead with selection. You need to protect your company’s image and name. Hence, there is a need to do more checks after the interview.
Here are a few steps to consider in the final stage of vetting:
- Verify certifications and employment history.
- Contact the applicant’s professional referees.
- Question the applicant’s character and general disposition from unbiased sources.
- Visit locations indicated in the resumè if you must. This is to ensure that the history of such an applicant is void of any risk to your company or business.
Different forms of interviews in the vetting process for employment
Phone interviews are a quick, lower-cost alternative to conducting a first-round interview in person. An initial phone conversation can give the employer enough information about an applicant’s overall communication skills, sense of humor, ability to listen, attitude, and professionalism. During the call, employers can also try to determine if the candidate has the right education, experience, and knowledge for the job. They tend to focus more on the applicant’s motivation for the position, to ascertain if he or she meets the company’s expectations. A typical pre-screening telephone interview lasts 20 to 30 minutes and includes questions designed to eliminate candidates who are not eligible for consideration.
Use of social media
Online technologies are now bringing once private information to the public sphere. If you type a person’s name into an online search engine such as Google, you will see a lot of information about the person. You will either see a video from YouTube, a profile on Facebook, or photos, and other pieces of information that are related to that person’s activities on social media.
For those born after 1993 who have always lived with the Internet, the blurring of lines between appropriate and inappropriate use of this type of information is common. However, for other generations, it is different. Because to know one’s personal information is only one click away. Nowadays, recruiters use online search engines and social networking sites to screen job candidates quickly, easily, and informally. They may pull up a lot of helpful information or very little. But it depends on how protective the prospective employees are of their online privacy.
Despite these risks and uncertainties, human resources are increasingly using the Internet as an HR tool. That is why potential job applicants must handle their social media accounts with utmost concern. For example, social media can provide a snapshot of applicants’ professional personas. Do they belong to professional organizations? What type of volunteer activities are they involved in? What type of other organizations do they align themselves with? Will they represent the organization well in the community?
SHRM’s 2016 survey, Using Social Media for Talent Acquisition—Recruitment and Screening, found that 84 percent of organizations are using social media for recruiting, that 43 percent are using it to vet applicants and that 66 percent are taking steps to leverage mobile recruiting to target smartphone users.
Furthermore, if there are no strict privacy regulations on social networking sites, then employers may be able to view many things about a candidate. Such as pictures of the job candidates and information about their education, political views, work experience, geographic location, hobbies, and interests, as well as the list of people who are their “friends”.
Irrespective of the advantages attached to using social media and search engines in recruiting, employers should also be aware of camouflage and possible downsides. There is little or no guarantee about the authenticity of the information gotten from social media accounts. There are also chances that an applicant’s social media accounts are managed by someone else other than the applicant. In all, your vetting process for employment should be standard and nothing less.
The three key goals of employment interviews are to find out as much as possible about what the candidates know, to learn how they have applied and tested work skills, and to determine where their aptitudes lie, thereby defining the path of future growth and development. Ideally, each of the 10 to 12 questions interviewers ask should provide the most insight on the candidates’ knowledge, skills, and abilities. Interviewers are also expected to question themselves before directing those questions to applicants. It can help improve the strength and effectiveness of these questions, and ensure that the interviewer and the candidate get the most out of their conversation.
To examine the usefulness of each interview question, interviewers should answer the following questions about each one: What is the most likely response to this question? Does that answer give me valid data that will help me make a hiring decision? If either test falls flat, the question needs work. If both tests fail, the interviewer should toss out the question and start over. Allowing candidates to share answers about skills, knowledge, and experiences gives a hiring manager much more useful information than using common interview questions to see if the candidate can give the “right” or “best” answer.
Success in recruiting depends heavily on the ability to assess accurately what candidates can bring to the organization. Also, it shows how the organization can interact with its newest employees to develop usable skills. And help them provide a level of professional satisfaction that will guarantee engagements and enthusiasm to continue as productive members of the organization.
Structured panel interviews
Organizations are now rigorous and sophisticated in their vetting process for employment. As a result, many companies use a panel interview, particularly for positions considered as delicate and critical. Moreover, the cost of making a bad hire is high, so employers must ensure that candidates can do all they outlined in their resumes or curriculum vitae.
Typically, individuals on the panel plan their questions based on interest or subject area and then divide them so each can interview the candidate. The structured panel interview allows all panelists to have significant interactions with the new employee or employees. It is also an opportunity to meet and interact with the candidate at the same time, helping make sure that the group makes the best possible selection. However, team interviews are usually less formal than panel interviews but use the same multi-interviewer approach.
Widespread technological advances have reshaped a lot of things, especially in business and the typical mode of operation for companies. We now have amazing features in teleconferencing, video recording, and streaming media. Video interviewing is most popular with high-tech companies and those in the communications industry. Other bodies like universities, community colleges, executive recruiting firms, and large multinational corporations also use this method. As companies expand their candidate searches nationally and internationally and begin to consider working remotely, the popularity of video interviewing is likely to continue to grow.
Video interviewing also allows long-distance candidates to be more viable. Unlike conducting a phone interview or reading a resume, a video interview lets the employer observe applicants’ body language and how they answer questions. However, its key advantage is a reduction in travel costs and more efficient use of time for both the recruiter and applicants.
Hiring employees without a proper vetting process for job applicants will do more harm than good to your business. The necessity for a proper routine check-up cannot be overemphasized because of how the world is structured now. Many job applicants hide their real character in the disguise of certifications. So you must do everything necessary to ensure that your potential employee has a stable history.
Also, confirm the medical condition of your potential employers before final selection. Ensure that they are mentally stable to assume the supposed position. Mental stability is necessary because it will determine how well he or she will handle his or her duties, attend to customers, and overall productivity. A thorough vetting process for employment will also save you stress and time.
You don’t have to exhaust your energy because of interviews. Outline what you need from an applicant, check qualifications, confirm mental health, and ascertain character via background history. Then, every other thing will fall in place. Though it might be a rough process, you are sure of getting the best results at the end of everything.