How to Create a Vetting Process for Candidates

Hiring new employees is essential for growing your business. To make sure you’re choosing the best candidates, it’s important to develop a streamlined vetting process. This will help ensure candidates have the skills and strengths necessary to perform their job duties.
 

By taking the time to vet candidates properly, you will:

  • Save time by only scheduling interviews with the most qualified candidates
  • Increase business efficiency by only onboarding and training new hires who will be successful at your company
  • Decrease employee turnover by choosing candidates who fit within your company culture
  • Drive positive company morale by hiring employees with exceptional talents

What is employee vetting?

Employee vetting is the process of screening and performing a background check on a candidate before proceeding with the next step in the hiring process. By preparing questions to vet a candidate at each phase, you can efficiently narrow down applicants and proceed with only those candidates whose skills and experience best match the job requirements.
 

Here are a few things to consider in the vetting process.
 

Pre-Interview

A well-written job posting can attract several applications. However, not all applicants will be the right fit for your organization. Once you determine which applicants have the necessary qualifications, it’s important to create a set of questions to use for screening the remaining applications.
 

As you review applicant’s resumes and cover letters, be sure to consider the following:

  • Are there any gaps in their employment history?
  • Does the applicant change companies frequently?
  • Is the candidate nearby, or will they need to relocate to work with you?
  • Does the candidate meet the minimum requirements for the position?

You may consider sending candidates an aptitude assessment to confirm they have the skills required for success in the role.
 

During the Interview

With sufficient vetting, you should be able to narrow down your applicant list to a few top candidates. This can help you save time by scheduling interviews with only the candidates most likely to be successful in the job role. By using your time efficiently, you can ensure you’re making the right hiring decision.
 

Next, be sure to prepare a targeted list of questions that will help you adequately assess each candidate.
 

Here are a few considerations to make when developing interview questions:

  • Focus on specific information a candidate shared in their resume, such as previous employment, education and certifications
  • Address the demands your company needs to meet, along with how the candidate can help you achieve them
  • Assess work style and personality traits to determine how well a candidate would fit into your company culture

As you interview candidates, be sure to evaluate soft skills, such as interpersonal communication, as well as hard skills, such as technical abilities required for the job. Assess every candidate on how well they understand job requirements as well as whether their character aligns with your company values.
 

Additionally, if you plan on hiring several new employees for the same job, you may want to perform a group interview. This is a great way to evaluate several candidates at once and determine how well they collaborate.
 

After the Interview

After screening resumes and interviewing candidates in person, you’ll likely be able to identify which candidates are the best fit for your company.
 

However, before you make your selection and send a job offer letter to the top candidate, you’ll need to complete a few final steps. These final vetting exercises will help ensure your favorite candidate will be the best hire.
 

In the final round of vetting, take time to verify the following information:

  • Contact the candidate’s character or professional references
  • Verify any required certifications and employment history
  • Complete any necessary background checks

Using a streamlined vetting process will help you narrow down your applicant list, identify qualified candidates and efficiently select the best new hire for your organization. By including the above steps in your process, you can vet candidates with confidence.
 

Related Articles:

*Indeed provides this information as a courtesy to users of this site. Please note that we are not your career or legal advisor, and none of the information provided herein guarantees a job offer.