Are you looking for a way to infuse your business with a dose of fresh talent? As you look through stacks of resumes, it can be overwhelming to decide who to call in for an interview. Fortunately, you might be able to do a lot of the legwork before meeting with each person individually by working a little smarter. Here are two great ways to take the screening process into the twenty-first century, so that you can find the right employee in a snap:
1: Check Their Social Media Presence
Before you start reading through resumes, availability requests, and lengthy job histories, you should pull up your applicant on social media. Although you might not have access to their private photos and recent statements, anything that the individual has posted as "public" might show up in their feed. Because social media is deemed public domain, you might be able to learn more about each potential new hire, including their:
- Personal Habits: If your applicant's profile picture is in front of a bar and they frequently describe themselves as "so hung over," you might think twice about hiring them for the morning shift.
- Situation: You might not be allowed to ask a potential employee if they are married and have kids, but their social media profile might do all of the talking for them. This information might help you to understand more about an applicant's situation, so that you can tell if they are well suited for the position. For example, if you need someone who can work graveyard shifts, that mom of three small children might not be the best person to hire.
Keep in mind that a person's social media profile picture isn't necessarily a perfect explanation of who they are as a person. You never know how recently a profile picture was updated, or whether or not their page has been hijacked by an ill-willed friend or family member.
Also, never bring up social media information with the employee directly. Getting into the details of their personal life might show that you are being discriminatory, which could cause legal trouble down the road. Instead, use information from social media to get a feel for each applicant, and remember that they might be different in real-life.
2: Ask Applicants to Take a Psychological Test
If you really want to learn more about each applicant, consider asking him or her to take a psychological test prior to the interview. Some employers simply email links to these tests to each applicant, so that people can take them in the comfort of their own homes. Although it might seem far-reaching, psychological tests are legal in most states, as long as the test is created and reviewed by a psychologist. In fact, some states, like California, require psychological testing for professions like police work or public administration. Here are a few things you might be able to learn about your applicants by giving these tests:
- Job Fit: How will that applicant do under pressure? Are they capable of doing redundant work without getting bored and giving up? Personality tests can help you to see trends in a person's behavior, so that you can decide if they would fit the position you are trying to fill.
- Personal Values: Psychological tests can also be used to learn more about a person's values, including their attitude about topics like honesty, theft, and violence.
If you don't feel like doing this type of research on your own, consider hiring an employment screening company like PeopleFacts to help you out. In addition to calling each applicant's references and verifying past employment, they can also conduct background checks to look for criminal charges. By working smarter instead of harder, you can find out more about prospective hires and find the right person to put on your payroll.