Page 170 - Boost Your Hiring

156 Boost Your Hiring IQ

Once again, if you are the only interviewer, you will make a decision
based on your own findings—objective or subjective—but the rating
system may assist you with a difficult decision .
If you are working with a team of people in this process, you will have
to decide if the scores alone will be the determining factor. If everyone
does this exercise and comes up with similar numbers, this should tell
you something about the effectiveness of your rating system and
whether you want to continue using it.
Although the system may not be perfect, it is more objective than rat-
ing candidates on their appearance and demeanor.

Misrepresented Qualifications
Rarely you may find out that someone is misrepresenting his or her
qualifications. You can get back in touch with the candidate to continue
a line of questioning if you have doubts, but it would be unwise to ac-
cuse someone of falsifying credentials or qualifications during the inter-
view.
After the interview, check out your suspicions by calling a former em-
ployer or learning institution for verification. If you find that there is a
misrepresentation, you will know that this is not the person for the po-
sition.
If you have an application for the candidate to fill out, there is usually
a statement at the end that says in some manner, “Misrepresentation of
qualifications can be subject to dismissal.” It is far easier to check cre-
dentials and not hire the person than it is to go through the embarrass-
ment of a confrontation and having to fire people because you found out
that they had lied on the application or during the interview.

When It’s Clear the Candidate
Isn’t Right

During the interview, if it becomes clear that candidates aren’t right for
your position, you have to make a judgment as to how to finish the in-
terview. You have several choices:
• You can stop the interview by telling the candidates that rather
than go further, you can see that this position is not a good fit on
whatever grounds you find. An example is if a candidate does not
have the technical knowledge necessary to perform the job.