You’ve found the perfect candidate and you’re ready to make an offer.  But before you jump in, take these extra steps to ensure a wise decision.

Have you thoroughly assessed the candidate’s technical skills?  The job description should set forth any required technical skills, such as typing proficiency or knowledge of software applications.  Practical tests are a great way to determine if a candidate has the skill level you’re looking for in each area.  For creatively driven positions such as graphic designers and web developers, consider requesting a portfolio.

Have you discussed the decision with all involved parties?  The decision to hire a new employee is a collaborative process that should go beyond the hiring manager.  A comprehensive discussion can offer a sneak peek at how that candidate will jive with the current organizational dynamic.  Be sure to involve any supervisors and key coworkers who will work closely with the position, as well as Human Resources staff.  A panel interview is a great way to involve interested parties in the decision-making process, without asking the candidate to return for multiple interviews.  Be sure to allow time for the panel to discuss each candidate before the next interview starts.  (For help deriving insightful interview questions, see our blog “What You Should Be Asking in an Interview.”)

Have you verified the candidate’s references and prior employment?  Let’s be honest—how often do you ask for names of references and former employers, but you never call to verify either?  This could be a costly and easily avoidable mistake.  Savvy candidates will have carefully chosen their references and will have told them to expect your call, so these calls may not yield any a-ha! moments.  The potential eye-opener is in calls made to former employers.  Has the candidate been truthful about employment dates, duties, compensation, and reason for leaving?  Did the candidate have any disciplinary issues?  Although today many companies will only verify the position held and the dates of employment, every bit of background checking helps, and who knows—you may end up with unexpected information.

And one final note: be sure to keep the process consistent for each candidate interviewing for the same job.  This will not only help you compare apples to apples, and ensure you’ve asked all your key questions, but it will help you avoid potentially discriminatory hiring practices.

So next time you hire a candidate, don’t jump in because of a strong résumé and a great interview!  Slow down and take these extra steps to ensure your organization is getting the fit you deserve.

Need an extra set of hands to catch and keep key performers?  Let us help!  At YES! Your Human Resources Solution, Orange County’s premier HR consulting firm, our experienced HR consultants can arm your staff with the tools they need to recognize top talent.  We can even expand your applicant pool to new and exciting areas.  Find out more about how we can help you attract the best and brightest!  Visit our website or contact us for a free consultation.