Recruiting employees who will transform the business is never easier, and it’s about to get a whole lot harder. The average company sits a candidate down, asks questions and evaluates the responses. That’s fine but it’s the minimum an applicant should expect. The best employers go the extra mile because they want to make certain that the person is perfect for the role. To do that, businesses have to get a little weird to find out more about their potential worker.
Here are four strange yet necessary methods interviewers have to use for recruitment. If it gets weird, just stick with it!
Drug Testing
Asking a job applicant for a urine sample is something the majority of organisations feel is over the top. Aren’t random drug tests for the Armed Forces and sports stars? Yes, they are but random drug testing can also benefit an everyday SMB. For example, using narcotics may go against the internal rules and regulations of the company. To find out about their drug use after the person has become a member of the team is much harder to deal with as a boss. Plus, businesses feel that drug use says a lot about the person. You may think it shows they are unreliable and unfit for the position.
DBS Check
A Disclosure and Barring Service check is a fancy way of saying criminal record. It’s vital to understand that a person’s past digressions might not impact their application. Everyone makes mistakes and lots of those people deserve a second chance. However, a DBS reveals the errors which are unforgivable. Is the person on the Sex Offenders Register? If so, they can’t work with children or minors in any capacity. Maybe they have a steady history of stealing? Usually, a manager won’t take the risk because theft is expensive and harms the company’s bottom line.
Social Media Surveillance
Everyone has a past, and that history is easy to see thanks to a digital fingerprint. Billions of people on the planet have Facebook and Twitter accounts, and posts and tweets go back years. So, it’s straightforward to view what a candidate puts on social media. Hopefully, the stuff will be harmless fun which shows them in a positive light. However, there might be things that don’t reflect well on them as a person and need clearing up. If the privacy settings aren’t secure, it’s a savvy way to learn more about a person.
Body Language Analysis
You are not the Mentalist, so picking up on subtle traits isn’t easy. Still, there are some which are too blatant to miss. And, they reveal a lot about the applicant’s ability to be successful. It might be something as “insignificant” as a lack of eye contact. However, not being able to look a person in the eye could indicate the person has confidence issues. If that is true, he or she may not be able to survive in a fast-paced, cutthroat environment.
Regarding recruitment, you should never dismiss a method as being too weird. At times, it’s the untried and untested things which make the biggest difference.