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Hiring Problems: Don't Pop "The Question" Just Yet

Posted by Erin Borgerson on February 14, 2013

Making the decision to pop the question can be terrifying - your entire world will change in an instant, for better or for worse. It's a lot to put on the line, and if it fails, it's like flushingoffering a candidate the job money down the drain.

Before you hand over that offer letter, make sure you're not rushing into things. Just because you need to bring a new employee onto the team doesn't mean you should hire the first person that applies. Rather than running off to Vegas (unless you're going to the IFA conference), wait it out and make sure everything is just as you dreamed.

Here's what to do before you pop the question:

1. Verify

People lie. Whether to themselves or to others, it's just something that people do. Even though you sometimes feel like giving others the benefit of the doubt - it's not worth it, not when hiring at least.

Conducting background checks and other pre-employment verification services will ensure the candidate you want to hire is who they say they are. You don't want them walking into the office their first day acting completely different than the person you hired.

Plus, verification services are budget-friendly. Of course you'll be spending some money up front, but we sure think it beats handling a theft situation later on with an employee who has a history of arrests.

2. Triple Check

Their resume says they have experience in X, Y and Z, but do they really? Administering skills tests are a great way to ensure your candidates have the skills and knowledge they say they do.

Just like verification services, pre-employment skills tests are budget-friendly and can tell you more about the candidate than any interview or reference check will.

You'd rather be safe than sorry, right?

3. Make sure they fit in

It can be nerve-wracking introducing a significant other to the family for the first time. Not only is there that fear your family won't like them, but depending on how they act, you may not like them afterwards either.

The same goes for bringing new employees onto the team. We're not saying you have to introduce them to every single employee, but asking behavioral-based interview questions will give you insight on whether that candidate would be a good culture fit.

So, before you even think about popping the question, make sure the candidate you are hiring is someone you want working for your company for years to come.  

Forget couples, err...employees therapy. Here's a guide to keep those top employees around.

pre employment skills testing, skills tests, sales skills tests

Maggie Coffey is the coffee-loving Marketing Intern for Hireology, a web-based selection management platform that provides customized interviews, job profiling, and one-click background checks to help you hire the right person. Start your free trial at www.Hireology.com today! 

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Erin Borgerson

About the Author

Erin is the Director of Marketing, Crisis Controller and Culture Ambassador (the last two titles she gave to herself) who joined the Hireology team in April of 2012. As a certified Inbound Marketer, Erin manages Hireology's marketing department, the Hireology Blog, and media relations. She is also a co-leader of the Chicago Hubspot User Group which brings together Hubspot users from around the Chicagoland area. Erin set off to Chicago after graduating from Western Michigan University. In her spare time she can be found shaking it in a Zumba class, reading a bestseller, or drinking a craft beer on her Wrigleyville porch.