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The ways in which applicants choose to promote themselves to companies has vastly changed in recent years, yet most companies hiring strategies have remained the same. In the recent economy that is slowly healing from its recession, job creation has become crucial, however what is even more crucial is that the jobs created are not positions that applicants will be likely to lose. Achieving this requires measures taken by employers to ensure that both the new jobs advertised are necessary and that their hiring success rates are high. 

One of the most common mistakes employers make when advertising for jobs is being too specific about the qualifications asked of applicants. Companies use it as a hiring strategy to weed out the less qualified candidates, but the truth is that having standards almost no applicants can claim to have will discourage hiring for some and provoke the rest to embellish these attributes on their resume. For instance, if a candidate knows two of the eight software programs your company is requesting that an employee knows, a candidate will most likely lie about the rest of the programs and claim to be proficient in the programs they do know. An employment verification can help provide a window into the applicants prior employment, which can help weed out those who are lying on a resume.

A habit most companies have when hiring is to test applicants on some areas of their job specifications, but ignore the rest. For instance, many employees know that they should be ready to submit to drug testing at a job that requires them to work with the public, yet most are confident with lying on their resume about their education status as it will be rarely checked. In order to use an employment screening system successfully in a company, an employer must use its capabilities to their full potential and create a level of excellence applicants will know to strive for. 

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