Resume Red Flags that are of lesser importance

It is always good to bring in good candidates, but as hiring managers, we should also be able to set realistic expectations. There will never be the most ideal candidate to hire, and even if they are – they will most likely be the most expensive to hire.

There are many reasons why we did not shortlist candidates, but the labor market is getting tighter and there are some reasons why we should be more receptive to them

RETRENCHMENT

Retrenchment happens because there is redundancy of headcount, but it need not be linked to ability or work ethics. During recession, it is common that there are over supply of labour and companies must drastically cut cost by reducing their manpower. It does not mean that only the non-performing is let go. To have greater assurance, you could conduct a reference check with the previous employer.

EMPLOYMENT GAPS

It is common to ask questions when one takes on a long break before commencing the next employment. Just because a person took a long time to find a job, does not represent that the interviewee is not qualified. This is especially so when people are redefining priorities in life and are considering travelling plans with them as well.

EDUCATION QUALIFICATIONS

The move is now towards a knowledge-based economy and hiring is less emphasis on educational certificates. Skills can be taught, but what is more important is the person’s attitude and willingness to learn. You can still see people in management positions doing well despite not having a graduate from one of the prestigious university.

SHORT EMPLOYMENT HISTORY

It is still good to check with someone who have short employment history and to understand the validity of the reasons of leaving. Some people find it difficult to get a full-time role, so undertake different contracts in different companies. It is always good to ask before you conclude.

Hiring the right person is key for start-ups – But how do you ensure that?

Being a start-up, your usage of resources is fundamental. You always think that the person whom you hire should and most importantly be able to contribute to the success and sustainability of your company. With this mindset, you set out in a search of looking for anyone with the skill set you are looking for.

The right people do not just come along with the right skill set, but also with other factors. You want to hire someone who will help establish the long-term success of your company.

These are other methods you could use to ensure you are hiring the right person for the start up.

Look within

That’s right! You should look within your current new hires. Being part of the team, and understanding the cultural fit – you should consider providing an incentive for your team to recommend someone else to join the team. The person they have recommended should have understood the team culture and the limitations of the company well, for them to provide some recommendation.

This is more important if you are looking to bring someone more senior into the company. Evaluate your current new hires and assess if they are suitable to have been promoted, and allowed to acquire that role.

You can also approach your customers for some recommendations, as they are the proper people who understand your deliverable.

Internship Program

Engage academic institutions to provide you interns. These interns would not just only bring about their academic knowledge and skills, but also about awareness of you as an employer. During their internship, you can assess their interest and skill set.

If there is a perfect fit, then you will be able to have a well-rounded new hire who does not require training.

Target competition

These group of people already have the skillset and knowledge required for the role. Getting your competitor’s employees is the best group to acquire with minimally training cost. However, they might be passive candidates – and if you are worried about face, you can always engage recruitment agencies like us to activate your search for you.