Determining whether a job seeker intends to stay with your company for a matter of years or jump ship after six months is essential. Recruiting is a long, expensive, difficult, and often unsuccessful process. If you fill a position only to have it vacated shortly, it’s a major blow to your efforts and the company as a whole. Rely on the following three dependable strategies to get a better sense of a job seeker’s staying power.
Closely Examine the Resume
A candidate’s past won’t tell you everything about their future, but it is revealing. Take a close look at the job timeline listed on the resume. Does it indicate that the candidate stays in one place or jumps around at will? This can be tough to tell if the candidate has mostly worked in contract positions, so look for rising levels of responsibility, as well. If the candidate has been regularly taking on bigger roles and more responsibilities, it’s an indicator of ambition. They are probably poised to settle into a Direct hire position.
Ask about the Five Year Plan
Most interviewers will ask candidates where they see themselves in five years. The response you get tells you a lot about the candidate’s potential to stick around. If they indicate that they hope to move across country, travel extensively, or seek out more education, it means that life priorities will soon conflict with work. Notice, too, if the candidate indicates goals that you can’t deliver on. You may have a direct hire position to offer but don’t see the likelihood of rapid advancement. If the candidate wants to be an executive in five years, they’ll probably grow frustrated with the position sooner than you would like.
Consult with the References
Rely on the professional references the candidate supplied to get a real perspective on their loyalty. Were they able to meet deadlines and expectations regularly? Did they show up for work reliably? When they did leave, was it abrupt or did they give the proper notice? And finally, would you hire them again for a direct hire position? The answers you get will reveal a lot and serve as an important fact check for the information the candidate has supplied you.
You make a gamble every time you extend a job offer. But if you make loyalty a focus of your evaluation – along with aptitude, culture fit, growth potential etc – you can feel a lot more confident in the candidate you pick. Find more candidates who inspire confidence by working with The Squires Group.
