Tips to screen or vet candidates

Vetting is a process of screening or running a background check on the candidates in order to establish their potential of being employed! 

The process of vetting is a time taking process, yes! However, it is not only beneficial but also essential for an organization especially if you are an organization functioning in the corporate world. 

Vetting usually occurs in three stages- Pre-interview, During the interview and the time of hiring.

An organization may feel that avoiding the process of vetting will save time and rightly so! However, the impact of not vetting a candidate is much worse! 

This is exactly why we bring to you the topmost 9 tips to vet a candidate during the various stages of hiring! 

Stage 1 (Before Interview) 


1. Prepare a set of questions

This is where planning an effective strategy exhibits its importance! A pre-designed questionnaire containing all the necessary information required by the organization to assess the suitability of the candidate for the role! Forward the questionnaire to the candidates and go through the answers. You can also save a lot of time by shortlisting the candidates from these questionnaires! 

2.Set some ground rules 

Make sure you have a set of pre-determined ground rules before conducting the interview. This will help you vet the candidates on a standard basis which will further make your process of hiring not only convenient but absolutely fair! These ground rules are also your safety net for the vetting process as well as the hiring process. 

Stage 2 (During the interview)

1.Focus on specific information

During the interview, you must focus on a specific set of information that is critical for the job role of the candidate. This again will establish a sense of uniformity and will help you screen the candidate much better! The information required will differ from organization to organization. 

2.Clarify any doubts you have

Interviewing a candidate is your chance to know the candidate. If you have already gone through the questionnaire and have found gaps in the documents, ask them, get it cleared. Make sure you do not leave out any information. If you are willing to exhibit what you bring to the table, it is only fair that you expect the same from your potential employee. This will help you in the better analyzation of the candidate’s profile and suitability! 

3. Address the requirements of your organization

The main objective of any screening process is to assess the suitability of the candidate for the job. Addressing any specific requirements or guaranteed challenges the potential employee may have to face during the vetting process will help you in hiring the right candidate for the job!

4. Assess personality traits

The mere body language of an individual can speak volumes about them. This is your chance to assess the personality traits of the candidate during the vetting process! 

Stage 3 (At the time of hiring) 


1. References

Once you have selected the candidate and are on the verge of issuing the offer letter, make sure you check for references. References will help you with an unbiased third-party opinion which will prove to be extremely helpful for the process of hiring. References can also help you learn if the candidate has been completely honest with you or if there is any critical information that has been left out during the prior two stages of the vetting process. 

2. Employments history check

You have to understand the fact that if you are hiring an experienced candidate for a particular job role, they are probably coming to you from a competitor. They have worked for a similar organization and checking their employment history may highlight red flags (if any) in their previous organization. It will also help you assess if the said job role is suitable for the candidate or not! 

3. Any left out the background check

Checking a candidate’s background is not a necessity but it sure helps to understand various personality, cultural and emotional aspects of the candidate. It will also help you understand the medical history and condition of a candidate. An organization in the corporate world is obviously not looking to hire a candidate who has failed a drug test more than three times. A thorough background check of the candidate during the vetting process will help you a lot in the process of hiring!

There you have it! The 9 tips during various stages of the interview to vet a candidate. 

All the best!

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