It’s a catch 22! Candidates are not expected to provide references from current employees – and rightly so – it puts their current employment at risk. The downside to this for a hiring manager is that, to maintain confidentially, there is no way to verify a candidate’s true reason for leaving their current role or to validate their achievements.
In some cases a person will be leaving or would have left a role, because they have not been performing or are/were part way through a disciplinary or performance management process. After a candidate has resigned from a role, some businesses will complete an audit on their areas of responsibility and in rare cases, anomalies are discovered and formal investigations are set under way.
Not many candidates will share that information with you during the interview process, they will often withhold information or misrepresent themselves.
So how can you minimize the risk of hiring somebody who could be misrepresenting themselves to your business and also keep their application confidential? Identifying any underlying issues is a skill – It’s a perfect dance between logic and gut feel!
THE CLUES: FOLLOW AND EXPLORE THEM.
We’d love to hear your thoughts and the techniques that you use to identify concerns – please do share them!
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