How To Get The Real Scoop On A Candidate

Have you ever wondered why reference checks never seem to uncover the real scoop on a candidate? Or do you talk yourself out of doing references, using the excuse that, “Human Resources won’t let anyone tell me anything anyway?” Well, there is a way to get the information you need on a candidate if you are willing to try something a little different.

You can get the real scoop on a candidate by using a process called Due Diligence.

This part of the hiring process is called due diligence because it “refers to the care a reasonable person should take before entering into an agreement or transaction with another party.”

Due diligence is essentially a way of preventing unnecessary harm to either party or entity involved in a transaction. Think of it as getting the scoop on a candidate. You are going to seek information from a variety of sources and dig deep to find out as much as you possibly can about someone. Since you are interested in entering a long-term business opportunity with the person you hire, you should consider this an investment. Remember, talent will increase your ROI.

Consider talent as an investment, not an expense on the balance sheet, and it will change your organization. It is a standard practice in the investment world to conduct due diligence before entering a contract or investment. It is the same with the hiring process.

When entering into a long-term partnership with an employee, it’s important to gather the relevant due diligence information to ensure you are selecting the right investment. The candidate should conduct their own due diligence on you and your company; however, this rarely occurs on the part of the candidate.

Due Diligence is different than reference checks because you will talk to sources that are not specifically given to you from the candidate, including

• Previous employers

• Previous co-workers or colleagues

• Others who know the candidate

It is critical to get approval from the candidate to conduct the process. In addition, it’s a good idea to also conduct a criminal background and credit check on the candidate.

Dollars spent on due diligence are many times more cost efficient than those spent on managing employee failure, and the data gathered during the due diligence process can help you identify your top candidate more confidently and successfully.

If you like to discuss how to create a due diligence approval form and receive a copy of T3 Talent’s due diligence template click here to schedule a FREE 30-minute consultation session with the T3 Talent team.