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Things That Every Employer Needs to Know About Their Potential Employees

We’re fast approaching the new year, and you may be considering taking on a new member of staff or two as part of your business’ new year’s resolutions.

Your employees are the backbone of your company, so if the demand and work are there, you want to ensure that the individuals you take on are up to scratch. Not only will they have roles to fill, but also they will be the face of your company and your brand, interacting with customers and promoting your products and services.

Now, everyone is entitled to their privacy, and you should never delve into your workforce’s private lives. But when you’re taking on new employees, there are certain things that you should know about them on a professional basis.

Criminal History

If your brand deals with vulnerable individuals such as children, the elderly or the disabled, you may need to carry out an enhanced DBS check. The DBS (or disclosure and barring service) conduct police record checks and highlight any unspent convictions on the given individual who applies for a DBS certificate. This service allows you to make safer recruitment decisions by helping you to become aware of any past misdemeanours a potential applicant may have.

Qualifications and Past Experience

It’s common practice for potential employees to list any education, qualifications, training, or experience that they have that may be relevant to the role that they’re applying for. This helps you to sift through resumes and pick the best from the bunch. You should be well aware of the profile that you are seeking. Say, perhaps, you’re looking for someone to write content for your site. An individual who has qualifications such as a degree in English or creative writing will be desirable. If you want someone to design a new logo for your company, educational qualifications might fall to the wayside and experience will reign supreme: you’re going to want to find someone with a long list of content previous clients.

Past Performance

Remember that having the qualifications or experience written on paper isn’t always necessarily enough. Not only are you entitled to request proof of the listed qualifications, but also you can ask for references. This way, you can get direct feedback on the individual’s previous performance in professional settings. For those coming straight from an academic background, you can ask for the final grades awarded or even copies of their degree certificates themselves. Keep an eye out for other merits, such as scholarship awards or published work. References can come from professors or lecturers. If your potential employee is coming directly from another employed position, you can ask for the contact details of their current manager or boss. They will be able to let you know whether the individual applying for the position is reliable, punctual, or productive.

It’s always best to have as complete a picture as possible of the individual who may form a new face in your workforce. Being confident in their ability and attitude will help you to get off on the best foot possible.

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