You want to have the best possible employees you can find from what seems to be a gleaming pool of talent. But because you need the job filled and you think that you don’t have the time to read a three-page form that your applicants have filled out about themselves.
Thus, it makes more sense to have them submit their respective one-page resumes.
That is, until three months later when reasons that made them quit (or get fired from) their last job show up.
And now, you wish you had found out more about them during the hiring process, and that you weren’t in the same situation again of finding and actually getting the right person for the job.
Luckily, there are some things you can do to avoid such a mishap. And as with other things, it starts with the right form.
The Right Form
According to SmallBizTrends, “a recent HRdirect Small Business Hiring Practices Survey, only 21% of small businesses require applicants to complete forms to get hired.”
This means that about 79% of small businesses most likely miss out on getting a big chunk of details that may be key for them to properly analyze whether an applicant is really fit for the position.
So instead of depending on just the resume in assessing a candidate, have them fill out another form that compels them to tell more about their personality, skills, and experiences.
While there can be found templates online, you can tailor the information fields to not only save time for both you and the applicant, but to also ensure that the data you need to know from the applicant are there. You can even print your company’s logo on the first page to give it a more official and professional feel.
The resume then becomes a sort of cover letter or brief overview of who the applicant is, and not the sole document from which you can assess them.
Plus, if their resume doesn’t include personal details like their email address, contact number, etc., your longer form can cover these as well.
The Right Questions
It’s good that before or after they fill out your company’s form, you give them a brief orientation on your hiring process (e.g. filling out the form, test, interview).
As mentioned, the right form is just the start. To help ensure that you get it right through the end, you need to ask the right questions. That is, the questions you need to ask yourself first.
Here are a few that may help:
– Does all the information on the resume and your company’s new hire form match? If not, then you can add this to your probing questions to the applicant.
– Based on the information they gave, how much do they fit the job?
– Do you think you will get along with this applicant well should they become your employee?
Just note that your future employee has the right to ask you questions too. So be sure that you know exactly the requirements you need for the job, the kind of employee you wish to have for it, and the type of co-worker you both want and need for your company. Certainly, you can’t fit all of that in one page.