Advance, a web site for health information professionals, asks: “What’s more expensive than the time and money invested in hiring and training a new employee?” Their answer: “Doing it again, when a new hire exits unexpectedly.”
Then they lay out several strategies, including background checks, for doing a better job of hiring. The article is aimed at people who hire for positions called “medical coders.” If that’s not you, skip the article and read what follows. Here are a few highlights, along with my comments.
“Know exactly what you need.” Far too few companies do this. I’m not taking about the job title or “education requirements.” Think about what the person will actually do and who they will work with. Then draw up a profile of an ideal candidate. Then you can put in the educational or experience requirements that relate directly to the job.
“Weigh references – but not heavily.” I love the phrasing of this recommendation because it should remind you that it’s getting tougher and tougher to get anything except verification of dates of employment out of previous employers.
“Test your applicant’s knowledge.” Don’t just go by the resume or application. Test the applicant’s assertion that he or she can perform a specific task or is familiar with a particular process or software. Use questions about the process or procedures. Use actual performance tests.
“Perform a background check.” The author recommends both a criminal background check and a pre-employment credit check. So do I.
Remember that the people you hire are your business. They do the work. They deal with your customers and co-workers. You owe it to them and to yourself to do a good, thoughtful, and thorough job of hiring.