Honesty is the best policy—but not according to some job seekers. New research shows that the number of applicants who have lied on a resume is on the rise. How much does it affect your business?
For Halloween, many people enjoy dressing up for their celebrations. When hiring a new employee have you ever considered the masks that the candidates wear in order to impress? In this article, you’ll discover five tips for seeing behind the mask on a job application. You can determine whether a candidate is just a fly by night charade, or has an authentic desire to be part of your team.
1. Check for gaps in their employment.
Examining the timeline for the applicant’s work history can help you see if they have had consistent employment, or if they have had stretches without a job. Utilizing a Date Scanning function automatically arranges, in chronological order, all the reported dates obtained from former employers. Unemployment, whether consistent or sporadic, can be a red flag.
2. Look for decreased responsibility over time, or from one job to another.
It is natural for career progression to provide increased responsibility for an employee. Over time a person can stagnate in their job performance. Even worse, he can go backward. When a candidate’s resume or application shows job requirements or expectations backpedaling, do your diligence in learning why. This can be seen by a demotion or a vertical move within an organization. It could be a sign of personality conflicts, or poor job performance.
3. Watch out for applicants with a consistent history of short-term employment.
For a candidate to have lots of short-term jobs over a period of time can indicate lack of commitment, poor people skills, or little self-discipline. It is important to understand why an applicant frequently moved jobs. Educate yourself both in the interview process and with your reference checks.
4. Be wary of erratic career changes.
While college students are notorious for changing majors, changing careers shouldn’t be a required skill for your next employee. Be wary of finding an applicant who has endeavored into many career paths, and switched directions. If you are hiring a candidate who has made several career changes, take time to find out if they are committed and willing to grow with your company, and what their plans are to progress with their career.
5. Ask for the obvious on the application.
The type of employees you seek will largely determine the application forms used during the hiring process. For example, are you hiring a labor force for food services, or are you hiring an executive for a software development firm? Whatever kind of labor force your business requires, ask the obvious in your screening process. Creating awareness about the background screening practices you use, including; employment and education verification, drug screening and criminal history checks, will help weed out candidates who know they won’t pass the test. One business writes on the application, “Drug Testing and Motor Vehicle Reports” are part of our pre-employment process. This is not used to discriminate, but to educate.
As with any documentation, screening candidates with Peopletrail can help you verify stated information on a job application. Your judgment and hiring processes can be enhanced with information provided by a background screening provider. Our passion is to help keep the workplace safe. And that includes helping you decipher meaning found in a background screening report. Visit peopletrail.com and schedule a complimentary, customized consultation today.