Background checks and screenings are an important step in the hiring process. When done correctly, you know you’re advancing the best-qualified candidates to the next step of the hiring process. However, like anything else, something can go wrong, and one little mistake might lead to a big problem. So what mistakes should you avoid in job candidate screening? Here’s a quick breakdown.
Overlooking Legal Considerations
Background checks are a sensitive subject. You’re looking into a person’s past, speaking to people they’ve worked with, delving into their educational and employment background, and sometimes even looking for a criminal record. Navigating the legal landscape of background checks, therefore, is tricky. A misstep may spark serious consequences, including lawsuits and fines. Ensure your screening process complies with all relevant local, state, and federal laws and regulations, such as the Fair Credit Reporting Act (FCRA). For more detailed information on this topic, consider reviewing the many legal considerations in custom background checks.
Relying on Resumes
Undeniably, resumes are a valuable resource for understanding a candidate’s experience and skills, but they shouldn’t be the only tool in your screening arsenal. Most obviously, resumes sometimes contain exaggerated or misleading information. Supplement your resume review with other methods, such as an initial phone interview, skills tests, and reference checks, to get a complete picture of the candidate. Make sure they’re worth a face-to-face interview, but don’t strictly go by what’s written in their resume. That goes for using AI and other devices to screen candidates as well.
Neglecting Social Media
Social media provides additional insights into a candidate’s character and professionalism. A quick review of a candidate’s LinkedIn profile validates their professional history and (if they post frequently) their thought processes and demeanor. Other platforms, such as X and Facebook, offer glimpses into their personality and behavior. However, be mindful of privacy concerns and ensure your social media screening methods comply with applicable laws. Speak with your attorney.
Inadequate Reference Checks
If you ask for reference checks, don’t just treat them as a formality. Follow up. Reference checks offer invaluable information about a candidate’s past performance and work ethic. Take the time to prepare thoughtful questions and speak directly with former supervisors or colleagues. This confirms your impressions of the candidate and uncovers any potential red flags. Naturally, most candidates share references they feel will put them in the best light, but it’s worth seeing if that’s the case.
We’ve given a pretty good assessment of what mistakes you should avoid in job candidate screening. Avoiding these common mistakes significantly improves your candidate screening process, leading to better hiring decisions, a stronger workforce, and fewer hassles.