Taking the time to examine a resume or set of resumes during the hiring process can save your firm or organization a lot of wasted time and energy in the future. Its not as easy now to fire an employee who fraudulently submitted a resume , or submitted false work experience , down the line , especially if they are holding their position in good stead.
Yet when it comes to hiring decisions its often intuition , feelings and indeed running by the “seat of your pants ” , that often makes key decisions as to who to ad to the employee team , the office pool or factory floor , or even to the hallowed halls of “upper management”.
Unfortunately with our tough and tougher economic times , and even just plain human ingenuity we also appear to be living in times , where many resumes and job references can be somewhat suspect , if not downright misleading. The sad part is that with the internet and the tools available on hand and on line, the tricksters are getting more and more bold, imaginative and even eccentric. On top of that serious looking documents and documentation can be either had easily and cheaply, revised accordingly and appear downright genuine. It’s a tough and tough world out there. Every interviewer and H.R. department employee has to verify and check, even repeatedly and redundantly. It’s as simple as that.
Its often just a simple matter of taking the time to work through and down the resume or resumes. Few managers and those delegated or assigned in the interview setups and processes take the time or employ simple common sense when it comes to these matters. Go into any big box store 2 or 3 months later and look for a familiar face or faces. It seems that even though these firms have well laid out interview processes and series , that management invested many many hours and corporate expense that even though a clear process exists , its just a river to flow down, few actually take the time and effort to do serious follow up on most candidates. Hence a great amount of wasted time and effort is spent in the interview , hiring and training segments of these profit centers.
Some basis’s and standards to rule by. First of all study the candidate or candidate’s accomplishments. Are they reasonable to a point ? Do you or the group evaluate that this individual can really achieve this goal or sets of goals and hold a high standard of performance as well ? On top of that do you note , catch or imply a sense or any notion of evasiveness that may prevail ?
In terms of your specific industry or organizational focus : Are educational qualifications both of value to your firm or organization ? Are they old ? Are they new ? Is the candidate a sponge for obtaining and integrating new and additional knowledge and venues or are they effectively just putting in time , waiting for retirement or the giant “golden handshake ” or lucrative sendoff ?
It’s all as simple as that of being thorough. Do not rush to fill a position simply because you “have to have someone” or a budget deadline has to be met. An ounce of prevention when it comes to the hiring process and procedure is worth a ton of cure later.
Calgary Alberta Job Banks Visit the Uber Article Directory to get a totally unique version of this article for reprint.
