The hiring process usually begins with a potential candidate sending a questionnaire or resume, and the role of a recruiter involves reviewing the responses and selecting the most suitable candidates.
However, if you focus solely on your resume, without particularly delving into your work experience, you may miss out on excellent candidates.
A resume simply captures the candidate’s experience, listing his core skills, while skills — communication skills, confidence, or work ethic — are more difficult to assess through a questionnaire.
Listed below are 5 points that a resume cannot talk about, as well as tips on how else to clarify these points during the hiring process.
1. Work ethic
While the resume documents the stages of a job applicant’s career and allows you to study his experience in a particular industry as a whole, it’s more difficult to determine the job applicant’s position regarding work ethics.
Hardworking, committed and highly motivated candidates are a tidbit for any position, but focusing solely on your resume will not allow you to get this information.
To resolve this point, it is worth probing the ground during a preliminary telephone interview. Think about asking questions about the candidate’s priorities in the workplace, about how he adapts to changes or “delves” into his ability to cope with tasks and projects in the given time frame.
A trial period is another great opportunity for you to evaluate the candidate’s skills outside the scope of the resume, and see how he / she behaves in business. Invite the applicant for a few hours, or even half a day, and you will be able to evaluate the behavior directly at the workplace.
Job seekers are less likely to attach a photo to their resume. Whether a candidate’s appearance is professional can only be assessed through an in-person interview.
Interviews via video calls or via Skype will also allow even before an in-person interview to see how the candidate presents himself, how he is dressed, assuming that he will need to make a first impression of how he “sells” himself for the interview.
Appearance is not only a way to dress or interact, try also to study the candidate’s profile on social networks. View your profile on LinkedIn, look at all the reviews, comments and posts that the candidate shares or puts “likes” on their social networks.
While each vacancy requires a certain set of skills, there are also certain skills that you need to be able to discern in each candidate.
Evaluation of such skills as self-confidence, communication abilities, interpersonal communication skills is more difficult to “embed” in a resume , personal contact is required.
The personality of the candidate also plays a big role in whether he can join the existing team or work together with the leader. Calling a candidate will help you evaluate whether his candidacy will be a suitable choice.
Avoid asking questions about the role of the applicant in the current place of work and his experience “head-on”, better discuss the issues of culture and work ethics accepted in his current company, recording the reaction of the candidate to the described type of working environment.
The stage of obtaining recommendations usually follows after the stages of pre-selection and interviewing, but it is possible that it is too late.
Most candidates will feel uncomfortable if you start to contact their current employers before receiving an offer from you, so you can try to evaluate their reputation by other means.
Questions like “How would your friends / colleagues describe you?” Will allow the candidate to discover their strengths from a different angle.
With the rise of social networks, it’s easier to learn the reputation of an applicant than ever. Using a LinkedIn profile, you can easily see feedback from previous employers, clients, and colleagues that reflect the strengths of the job seeker. You can also use social networks yourself if a candidate calls you for feedback.
Achievements and rewards are another way to determine a candidate’s reputation. While some points may be reflected in the resume, a preliminary phone or video call will allow you to dig even deeper.
5. Is it easy to manage a candidate?
The extent to which the candidate will be able to integrate into the company is a significant part of the recruiting process, and your role as a recruiter is to determine whether the candidate will be able to work well with the team or management.
Management styles can vary, and based on the resume it is impossible to determine which candidates will be able to adapt, or which ones will be easy to manage.
Establishing strong relationships with business owners or your HR leaders is the best way to figure out your leadership style, and thus be able to find the right candidates.
The interview will give you a general impression of the identity of the candidates and how well they respond to the instructions or special instructions, rules and procedures of the employing company.
It is very important to go beyond the resume and pay attention to the potential of the applicant. Take the phone and talk with the candidate – this will give you a clearer picture of who exactly will be the right one to choose for this position.