5 Ways to Identify Problem Job Candidates (Before They Become Problem Employees)

By Emily Russen | Small Business

5 Ways to Identify Problem Job Candidates (Before They Become Problem Employees) image Problem Job Candidates Blog 600x2785 Ways to Identify Problem Job Candidates (Before They Become Problem Employees)

There can be costs of a bad hire to any organization, no matter how big or small. As with most situations, it is better to be proactive rather than reactive. The key is to catch these problem employees before they become a part of your company. Finding the problem applicants early on in the hiring process can allow you to get to your “super star” candidates earlier. So here are 5 tips that can help you identify problem job candidates in the early stages of the recruitment process:

Poor Attention of Detail

As the old saying goes, “you can only make one first impression.” Hiring Managers go through stacks of applications per day, so job seekers should put their best effort forward to impress the hiring manger. The first impression will probably be the last impression if there are errors in the application. Look out for typos and grammatical errors. If an applicant did not take the time to proofread his or her application, this could indicate that he or she won’t pay much attention to tasks while on the job. Noticing a lack of attention to detail can foreshadow what is to come with an applicant, if he or she becomes an employee.

“Faults” in Resumes

The economy has been in a fragile state for the past few years and companies have been downsizing or not expanding like they did during the last economic boom. There are situational circumstances, like the effects of the Great Recession, which can impact candidates’ resumes. If you have the chance to speak to a candidate, ask about areas of the resume that can negatively stick out. You will find some of the applicants that have multiple gap years between jobs are not the best candidates because they might not have been able to hold a job. However, you may find that these areas highlight drive in other applicants. For example, during the recession, they might have taken a part-time retail job even though they have a bachelor’s degree, while other candidates could have taken gap years to pursue graduate degrees or finish degrees they started years ago. Overall, don’t count these candidates out so quickly. Sometimes they deserve a second look.

“Good” Verses “Great” Reference Checks

Hiring managers have seen all kinds of references come through: mothers, uncles, childhood friends – basically the exact opposite of what you want. Every mother will give a glowing reference to her son or daughter, while other references may not give a completely sincere recommendation. They will say the candidate is a good choice but they won’t oversell the applicant to you. What you should look for in a reference response is when a reference goes above and beyond for a candidate. “He is a good person for the position, you should hire him,” is only an okay response. You want responses such as, “He is a great fit for the position because of his work ethic. He will go above and beyond to get projects completed.” Also, keep an eye out for references that are less enthusiastic about an applicant’s personality but instead more enthusiastic for his or her skills and what the applicant has accomplished.

Dress to Impress

Once someone starts working for a company where there is not a uniform policy, the rule of thumb is to dress equal to or better than your boss. However, when an applicant is coming in for an interview, he or she may not know how the corporate culture is without stopping by prior. Once an applicant “wows” you with his or her skills on paper, he or she should make a great visual first impression to match. An applicant should arrive to a job interview looking polished, whether that is a suit and tie or business casual, depending on company culture.

“One Man’s Trash is Another Man’s Treasure”

Sometimes it can be easy to reject someone because he or she is not qualified for one reason or another. Remember, even though an applicant is not the ideal candidate for one position, he or she could make an excellent hire for another vacancy. You could have an applicant that lacks experience for a managerial role, but would thrive in an entry level role. While you might not have an opening for a great applicant at this time, keep the relationship on a positive note. You never know when you will have an opening for your “super star” applicant.

With the help of these 5 tips, you will be able to eliminate problem applicants and pay more attention to the candidates that are a great fit for the position and thus grow with your company. For more tips on hiring the best candidates, download our Online Recruiting Guide. 

5 Ways to Identify Problem Job Candidates (Before They Become Problem Employees) image 7397b88f 2ef3 4fcf 9471 bf48ede6f56a3 600x1505 Ways to Identify Problem Job Candidates (Before They Become Problem Employees)

This article was syndicated from Business 2 Community: 5 Ways to Identify Problem Job Candidates (Before They Become Problem Employees)

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