A verified resume tells a compelling biography about a candidate for an IT job. Any company hiring someone to work in-house on an IT infrastructure wants a person most capable of performing the required duties and fitting in with the corporate culture. Reading a resume won't answer all questions about a viable candidate. An interview, however, may reveal a lot about the person. Interviewing candidates requires skill, which is why companies may benefit from outsourcing the task to professional staffing services like those offered by Staffing Solutions, LLC. Outsourcing doesn't mean the client remains uninvolved, but providing input from the staffing service could enhance the results of the interview.
Inquiring About Achievements and Affiliations
A significant portion of the interview will focus on the applicant's educational and experiential background. The would-be employer may also maintain interest in other aspects highlighted on the resume. The resume might display awards received for jobs well done, or it could list alignments with professional organizations. Rather than look at these items and move on, the person conducting the job interview could ask:
- How did receiving this particular award affect your job performance from that point forward?
- Did you find your affiliation with this organization beneficial to your career goals?
- Are there any "missed" awards you felt you deserved to receive?
Such questions don't come with right or wrong answers. The purpose of asking them involves seeing a broader perspective on the applicant. Also, the responses might help set one applicant apart from another in either a positive or negative way. The more information available about the applicant, the more informed a hiring decision becomes. In short, a company gains a better chance of selecting the best-qualified application.
A Professional Review of the Responses
While the business that retains the staffing agency as a client has final say on whom it hires, the hiring decision is based on the agency's review and assessment. Still, the people likely best qualified to answer any unique questions and answers would be the experienced professionals at the staffing agency. Skilled human resource and hiring professionals understand how to evaluate responses. They should be able to see a person's depth of knowledge and even enthusiasm for a potential job based on an answer.
Clients should look over the applicant's responses but avoid doing so in a vacuum. It's important to examine how the staffing agency evaluated the responses. The evaluations presented by the staffing agency might prove even more valuable than the surface-level answers of the applicant.