Research is a crucial step in recruitment, but many agencies neglect it. Here’s why you should be double-checking everything you see on a candidate’s CV.
There are a lot of steps to effective recruitment. You need to source candidates, assess CVs, arrange and conduct interviews, all while taking care of the other aspects of running a successful agency. However, there’s one step that tends to get missed out: research. All too often, recruiters fail to actually research the people they might be putting in high-paying jobs.
This becomes more crucial the further you get up the ladder. Recruiting for an entry-level job might not require much research, but once you start placing executive-level positions you will need to make sure you’re 100 per cent certain the candidates you’ve selected for an interview are going to be right for the role.
So what do you need to be checking for when you research, and why exactly is it so important? Here is our guide to making sure every candidate you put forward for a role is as good as they say they are, ensuring you don’t end up selecting someone who’s less qualified than you originally thought.
Not everything you see on a CV is necessarily true. This shouldn’t be a surprise for most recruiters, but you might not realise the extent to which candidates can fabricate the contents of their job applications. For example, one study by CV-Library revealed that 92.5 per cent of British people have lied on a CV, with 71.6 per cent saying they managed to get the job as a result of doing so.
The most common lie, given by 31.4 per cent of participants, was to do with the dates of their previous employment, while 27.1 per cent fabricated something surrounding gaps in their CV. As recruiters, if your clients are particularly adamant about candidates having a certain amount of experience, this needs to be something you’re checking up on.
References are an important tool for recruiters. Whether a candidate’s previous employer can give an indication of their character or simply confirm the dates of their employment, it’s crucial to get this information directly from its source. However, according to one study 17 per cent of employers have hired someone only to find out their references were fake, and another found this figure was closer to 30 per cent.
An easy method of verifying references is to look on company websites and check the contact details match those given to you by a candidate. If in doubt, go through the company. That way you are much more likely to reach the correct person and not a friend of the candidate waiting by the phone to say something complimentary.
Despite the amount of information people post on their Facebook and Twitter profiles, only 14 per cent of employers include social media in their candidate background checks. Neglecting this area means missing out on a crucial tool to find out more about the people you’re trying to recruit.
With more and more businesses looking to employ someone who will fit in with their company culture, checking social media has become a necessity. You don’t want to place someone in a role based solely on their qualifications, only to find out their personality clashes with everyone else in the organisation, after all.
Researching takes time and can be difficult for recruitment agencies to fit into their busy schedule. However, the information that can be uncovered by doing so is incredibly valuable and can help you become a much more effective agency in the long run.