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3 Ways to Know You’re Making the Right Quality Hire

Posted by Kelly Robinson

17-Jun-2015 11:00:00


Companies are always sweating new quality hires, as they rightly should. Turnover is higher than ever, and companies are more and more careful about whom they hire. With 80% of employee turnover being due to bad hiring decisions, being more stringent about hiring is a caution most employers should afford themselves.

Hiring the right employee is about more than knowing who they are and scouring their social media profile for information on whether or not they hate their new job. With proper look at their credentials and a more appropriate testing process, you’ll be able to make your next hire with confidence.

You Made the Background More than Scenery

The background check is often a courtesy. It’s usually addressed in the wrap-up of an interview, as a candidate is heading toward the door. “We’ll conduct a quick background check and get back to you,” you might say, already thinking about the W-9s you’ll have to fill out once your new hire is on board. Background checks are often an afterthought.

However, you may want to reconsider how much emphasis you put on those background checks — a HireRight report cites a 27% discrepancy rate between background in employment histories — essentially, what an employee puts on their work experience and where they’ve actually worked.

broadbeantwitter-01Should you reconsider how much emphasis you put on background checks?

This can make someone appear as an expert, when in reality they are unqualified, and it could cost you big. To avoid hiring someone who may not know what they’re doing, (or someone who’s concealed their criminal record), you need to be thorough when conducting your background check.

Check every candidate’s employment, driving, and criminal histories, avoid incriminating questions on the application, and most importantly, talk to the candidate and clarify any small issues you find.

You Actually Checked References

Along with experience, you also need to know every employee is up to the task for which you’ve hired them. An employee can tell you about their great accomplishments, or how productive they are, and there’s no experience that can disprove their claims. So you need to check with other people who have worked with them in the past to establish a better idea of who you’re hiring. 33% of hiring managers have seen an increase in resume embellishments in recent years, which makes checking references much more important than ever.


broadbeantwitter-0133% of hiring managers report an increase in resume embellishments in recent years.

Your new hire may have experience at several Fortune 500 companies around the world, but what if he stunk in all of them and used his padded resume to get into more and more reputable companies? Some of the most prominent names in business and government have lied about things they’ve done to get jobs. Whenever a candidate posts previous experience with someone you may be familiar with, contact them to the extent the law will allow (since some application systems will allow a candidate to forbid you from contacting a previous employer.)

Check both listed and unlisted resumes, and if they have a LinkedIn profile (which, I mean, c’mon) see if they have any endorsements or recommendations. While both can be faked or overblown, none likely means this person has no work contacts and no friends.

You’ve Aced the Art of Testing

An employee may be able to say they’ve worked everywhere you’d want them to, and they have their references in a row, but if they can’t perform under pressure, they still might not be right for the job. Testing a candidate’s knowledge of the industry is common in skills-based jobs like programming and engineering. There’s simply no better substitute for being able to demonstrate your skills by solving a problem. It’s why security companies hire hackers, the very people they fight against — because they’ve demonstrated the ability to handle important problems.


But in crafting your perfect employment test, make sure you have the law on your side. Any aptitude test you conduct must be “professionally developed,” which means it adheres to the standards handed down in the Supreme Court case of Griggs v. Duke Power and other cases. Additionally, to avoid discrimination lawsuits, be sure to apply the same test to every employee who interviews, even if you’ve made your decision about them five minutes in.


 broadbeantwitter-01What are the best practices for your recruiting process to remain fair to all candidates? 


No matter what test you use, it’s important that you have one, because it creates one more barrier for phonies who try to get into your job without the right experience or references. And if you check work experience and references along with aptitude, your next hire will be all the better.


Broadbean’s 40 million job boards worldwide ensure you have the most expansive candidate pool around, so once you start cutting it down, you’ll have a diamond of an employee. Sign up today and take a free demo of our best-in-class software.


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Topics: External Hiring , HR Recruiting