For improving the hiring decisions, there are some tips to be used for perfect hiring of employees. They cannot make sure that you get the right person but will in fact help you go get the perfect person whom you are looking for. We suggest that you go for these checks for improving the hiring decision

1. Background checks.

2. Interview process.

3. Prioritize cultural fit above technical skills.

4. Value soft skills.

5. Hire for potential and then invest in training to impart skills.

 1. What is background verification?

It is a comprehensive and in depth review of a person or any other organization’s commercial records, financial records and most important of all criminal record. A background check may include education, employment, credit history license record and more.

The checks which you must go for areas under

1. Employment and education verification

2. Identity checks:

3. Litigation:

4. Drug Screening:

5. Universal background check

6. Reference check

7. Credit Background check

To have a better understanding on each topic, continue reading and get the insights.

1. Employment and education verification:

As We know, there is tough competition in sectors like Banking, Accounting, IT, Medical etc., Along with that there are lot of risks like financial frauds in banking sector, risk of life of patients in Medical field, etc. Looking at all these don’t you think you must go for background verification of the person you are going to hire in the near future.

2. Identity checks: 

They are the most basic checks of all kinds it includes checks on the following:

                     A. Passport.

                     B. Voter ID.

                     C. PAN. 

                     D. Driving license.

                     E. Aadhar Verification.

                     F. Ration Card 

 They are most common checks across industries and has been proven to be extremely important for blue collar jobs.

3.Litigation:

For building trust and healthy working environment in any organisation, it is important that employer must go through the civil and criminal background of employee, starting right from lower level employee to the top position. According a survey it was found that out of every ‘100’ application there where ‘15’ who had a civil case against them.

4.Drug Screening:

As already discussed there are ‘1.3 million jobs’ needed for youths every month in India, we can see that most of the people who have applied for the jobs are young and are exposed to many bad influences now a days, so to prevent it from happening you must do drug test to ensure that they are drug free.

5.Universal background check:

This check is extremely important for jobs like Chief Operating Officer (COO), Chief Executive Officer (CEO), Chief Financial Officer (CFO), President, or Vice President. And for people who are looking for job outside India. In this dynamic and dangerous world, organisations want to make sure that they hire only the best and most suitable candidate for the job.

6. Reference check:

Reference check can help you get the best out of a lot of applicant as after even a couple of meeting it is not possible for the hiring person to decide whether to hire him or not. So reference check is very important as it can help you in getting the actual idea of what to expect from the candidate, his performance and his attitude towards job.

7. Credit Background check

Credit background check is like a ratio and shows how someone has managed his debts and payments to bills in the past also called a credit report. It is a standard check. It shows how well he has managed to pay back the money and if he is able to get a loan in the future too. If you go to a bank you will be asked to show your credit score if you want to get loan from the bank.

2. Interview process.

When conducting the interview, I recommend you portray the style and culture of your company.  If your start-up is laid back and relaxed, then your interview should reflect that style.

Don’t be afraid to start out asking the candidate a few questions about themselves, but also make sure you tell the candidate a little bit about the company and your story.  You can transition into this by asking, “What do you know about our company so far?”  This also allows you to see how much research the candidate has completed before the interview.

3. Prioritize cultural fit above technical skills.

The research found that almost two-thirds of business leaders (62%) still regard experience and technical skills as the most important considerations for new hires.

4. Value soft skills

Soft skills is a term used by employers to refer to the more intangible and non-technical abilities that are sought from candidates. Soft skills relate to your attitudes and your intuitions. As soft skills are less referable to your qualifications and are more personality-driven, it is important to consider what your soft skills are and how you might show evidence of them before you apply for a job. Examples of important soft skills are communication, teamwork and problem solving.

5. Hire for potential and then invest in training to impart skills.

Businesses often underestimate the impact that good training and development can have with regard to helping employees develop the technical knowledge that will allow them to achieve their full potential. Also, smooth on boarding processes can support new employees to make a positive difference quickly.

Ultimately, there is always risk and uncertainty associated with any appointment, regardless of who the candidate is so we must go for background verification in order to minimize the risk of employing a fraud or criminal  and overly focusing on experience and technical skills, at the expense of potential and cultural fit, can hinder an organization’s ability to respond to change in this competitive world so make sure that you get the background verification done before finalizing the candidate.