The effort required to check applicants and candidates is increasing

Frankenthal, 4 September 2024_ - The digitalization process has significantly changed the way applicants apply. Hardly any candidates send their CVs by post these days. Online networks and job markets are also defined by the simplicity of the application process in order to be as interesting as possible for job seekers. If the website sets high hurdles and makes it difficult for jobseekers to enter their profile, many will refrain from using it. The job board or network thus makes itself unattractive, as employers like to be recruited or dazzled by the number of potential applicants in the database.

The result of this simplicity is that applicants hardly make any effort. The result is increasingly inaccurate information. Recent studies have shown a significant deterioration in the truth over the past five years. From gaps over time, typos or deliberate misleading, bad experiences are simply omitted from CVs. The review of application documents therefore takes up an increasing amount of time in the HR department.

Professional HR consultants and headhunters have always examined applicants very intensively. Potential candidates are analyzed and evaluated, background checks and reference checks as well as online cross-checks ensure that applicants meet the company's requirements and expectations.

How do good headhunters carry out background checks on candidates?

The analysis process begins with a review of the CV. The headhunter confirms the stated professional background by contacting previous employers and obtaining references. The headhunter pays particular attention to the duration of employment, the position and function, the tasks performed and any missing periods in order to avoid possible discrepancies. The check is used to prepare for personal interviews. The recruitment consultant ensures that the applicant's details match their professional career. Reputable headhunters will contact former employers confidentially to verify the candidate's length of employment, exact job responsibilities and accomplishments. This verification is crucial to ensure that the candidate has the experience you are looking for. If there are any gaps or incorrect information on their CV, the recruitment consultant will clarify this with the candidate.

Another step in the screening process is the identity check. The headhunter ensures that the applicant's personal details, such as name, date of birth and home address, are correct. This is done by checking official documents such as identity papers, passports or consistent references. This check is particularly important in order to prevent false identity or identity theft - a considerable risk, especially in the international recruitment process.

Verification of academic qualifications is also checked. The headhunter contacts educational institutions to confirm the applicant's degrees and qualifications. This is relevant if the tasks require special certificates or licenses. It is also checked whether the qualifications are suitable for the advertised position.

In addition, the personnel consultant analyzes possible legal entries of the applicant. This includes a check for criminal offenses, especially if the position requires a high level of responsibility or the handling of confidential information, or information similar to the Schufa. The issue of money laundering has become very important today, so the applicant's financial situation may also be checked from time to time. Especially if the position requires a high degree of trust or the handling of large sums of money.

The candidate's social networks and online presence also play an increasingly important role in the assessment. The headhunter checks whether the time details, tasks and content match the information in the CV and also compares the candidate's behavior on social media with the company's values and culture. Potentially problematic content or inappropriate behavior that could damage the company's reputation is examined.

References also play a central role in the background check. The headhunter usually requests several references from the candidate and contacts them confidentially in order to obtain a comprehensive picture of the candidate's working methods, skills and integrity. Former superiors, colleagues or other relevant contacts can provide valuable insights into the candidate's working style and character. This information helps the headhunter to better assess the candidate's suitability for the advertised position.

The headhunter is particularly thorough when checking international certificates and references. He checks whether the qualifications stated by the applicant come from recognized institutions and whether they are internationally valid. This is particularly important for candidates applying for positions that require special certificates or licenses that may be recognized differently in different countries. In such cases, the recruitment consultant may also consult experts or specialized services to confirm the authenticity of the documents.

At the end of the background check, the headhunter summarizes and evaluates all the information collected. During the personal interview, the recruitment consultant clarifies any ambiguities with the candidate and ensures transparency. He then compares his accumulated experience and impressions with the client's requirements and makes a well-founded recommendation to the company. Through this thorough review process, the headhunter reduces the risk of a bad hire and ensures that only suitable candidates are presented.

For more information visit: www.hshs.net.

HSH+S Management und Personalberatung GmbH
Siebenpfeifferstr. 1
67227 Frankenthal
Germany

https://www.hshs.net/

Frau Hanna Star
062331256768

hast@hshs.net

Since 1994, HSH+S Personalberatung has been supporting industry with a focus on professional recruitment. In executive search, HSH+S personnel consultants find, check and recruit talented individuals and top performers by means of confidential personal direct approach (headhunting).

This release was published on openPR.