Five Things Bad Job Seekers Don’t Want You to Know
If it looks like a great candidate, walks like a great candidate and talks like a great candidate, guess what? There’s a good chance you shouldn’t hire them. Wait. What?
Sorting out the bad apples isn’t easy, especially when their application makes them look like the find of the century. Here’s a look at the top five things job seekers try to hide from their employers, and how to weed deceptive applicants out of your candidate pool so you can hire the right-fit employees.
1. They use illegal drugs: Job seekers who use illegal substances often assume they won’t get caught. Instead of giving up the habit, they’ll gamble that you won’t require a drug test.
Solution: You can scare off many drug-using applicants just by stating in the application or job posting that a drug test is required. Following through with the admonition will eliminate the rest.
2. They have a bad attitude: No matter how smart or talented a job seeker is, a bad attitude is a deal breaker. Bad attitude equals bad customer service. Bad customer service equals reduced sales.
Solution: Add an assessment to your application that rates applicants’ energy, frustration tolerance and customer service skills. Before your managers see candidates’ applications, they will already know if they have the right attitude for the job.
3. Their previous employers don’t like them: Often, an applicant will “accidentally” omit relevant information, including their last employer or references, betting that managers are too busy to notice.
Solution: Online application forms with mandatory fields can prevent job seekers from submitting incomplete applications.
4. They’re unmotivated: The last thing you want is an apathetic employee. A clever job seeker might be lazy, but still know how to turn on the charm during an interview.
Solution: Having an involved application process (through an applicant tracking system or online application) can eliminate unmotivated job seekers. If they can’t muster up the motivation to answer long-form questions about their experience and goals, you don’t want them working for your company.
5. They can’t do the job: Job seekers aren’t always realistic about what they’re good at.
Solution: Behavioral and situational interview questions for specific positions can help managers probe applicants’ abilities. Propose hypothetical situations during the interview relevant to the position they’re applying for.
How do you identify awesome – and not so awesome – job applicants? Let us know in the comments section below.