Over this series, we’ve covered a lot of the ways that candidates can tell you, “I’m not that great a candidate, really.” But there are also two more subtle ways a candidate can remove themselves from the “Strong” category.
While skills testing and background checks can give you empirical data about a candidate, the information you glean from their interview is a lot fuzzier.
Reference checks and background checks are two separate things, but with one common goal: to find out if this person really is who they say they are.
While employment history is often the focus of candidate reviews, skills are just as important—if not more so. A good resume will help a candidate get a job, but only skills will help them do the job.
You’re bound to interview lots of candidates who have been unemployed for some time, so learning how candidates handle unemployment will tell you a lot about them.
Whether presented on a resume or an application, where a candidate has been is often used to gain the most knowledge about where they could possibly go.
We’ll be doing a seven-part series over the next few weeks, sharing tips for finding the diamonds in the rough of your waiting rooms. And we’re leading off with one of the most obvious sources of great candidates: referrals.
