Will a Candidate be Reliable? Use These Strategies to Find Out!
Before hiring a new employee, you want to make sure they’re reliable.A candidate might have the sharpest skills of the bunch, but if you can’t count on them to show up to work and do their job, adding them to your team will cause nothing but stress.
Truth be told, there’s no way to know for sure if a candidate will be reliable, but gathering the right information will help you make an educated guess.
Ask the Right Questions
No one will come right out and tell you they’re unreliable, so you must do some digging. During the interview, ask behavioral questions to find out how the person has handled certain situations in the past and why they’re interested in the job. Previous actions are typically indicative of future behaviors and current motives are important, so use their responses to gauge their dependability. Some great questions to ask include:
- Tell me about a past situation where you had to meet a tight deadline.
- Share a time when you were forced to follow instructions you didn’t agree with.
- How do you keep your personal life from interfering with your work?
- Describe a time you had a difference of opinion with a colleague and how you resolved it.
- Why do you want this job?
Perform a Reference Check
People who have worked with the candidate in the past have first-hand knowledge of their work ethic, so take the time to conduct a thorough reference check. Some companies are only willing to provide employment verification, but if you can get a former manager, colleague or client to talk, their response can guide your decision. For example, if a previous boss tells you the person frequently missed deadlines, there’s a pretty strong chance they’ll fall into the same pattern at your company.
Carefully Examine Interview Behavior
Pay close attention to the candidate during the interview process because they might unknowingly offer clues about their own reliability. For example, anyone who shows up late, doesn’t promptly respond to emails or arrives unprepared is revealing their true self. The person won’t magically become more dependable if hired, so take their behavior at face value.
Be Selective With Your Sourcing Strategy
If you want to find serious candidates, search for them in the right places. Job boards typically reach a broad audience, meaning you’ll get a lot of replies from people looking for any decent opportunity they can get. Find the best candidates by teaming up with a staffing firm that specializes in your field. Recruiters are experts at reading candidates, so they’ll help you determine which ones you can trust.
Plus, when you partner with an industry-specific recruiter, you get candidates who truly want to work in your field. When their heart is in the job, people will give it their all. To learn more about how we can help you find top behavioral health talent, contact us today at (513) 651-9500 or by email at email@example.com.