First of all, I would pay the utmost attention to studying the candidate’s resume. I would definitely write out everything that seemed incomprehensible and strange to me, required clarification, and raised doubts and questions. If a candidate has been working in the same position for a long time, it is worth finding out why they have not grown over all these years (Schwartz & Hempel, 2011). I would ask if their functionality has changed and what is the reason for such a long delay in one place.In only 3 hours we’ll deliver a custom How to Conduct a Complete Background Investigation on Applicants essay written 100% from scratch Get help
If the candidate, on the contrary, changes jobs too often, it is necessary to find out the reasons for this. Perhaps I am dealing with an unstable person who does not work anywhere for a long time. I would clarify some information even before communicating with the candidate, just using the Internet, and I would definitely Google the candidate’s past jobs.
Next, I would have prepared a preliminary plan, according to which an interview would be conducted with those whose resumes made me interested. It is not necessary to make a plan individually for each candidate — I would use a general template, slightly changing the wording and supplementing the main questions with clarifying ones (those that appeared when studying the candidate’s resume). This plan would include the main questions that need to be asked to the candidate in order to get the information necessary for making a decision (Mathis, 2013). The biggest and most important set of questions would concern the motivation of the applicant.
I would ask the candidate to measure as a percentage their professional, career, and financial motivation at the previous job. Then we would compare the results with what this company can offer them. A missing skill can often be mastered, while with inappropriate expectations from work, a person is likely to quit quickly or be negligent about their work.
Mathis, R. L. (2013). Recruiting high-quality talent. In J. J. Jackson & S. R. Valentine (Eds.), Human resource management (pp. 198-237). Cincinnati, OH: South-Western College Pub.
Schwartz, J., & Hempel, G. (2011). Smarter moves: Improving the value of global mobility by aligning strategy. Deloitte Review, 1(8), 15-29.