토토사이트 of an employee’s background before hiring him is very important for an organization. An employee with high productivity or an employee with medium but constant productivity is often almost equally desired by organizations. While the former would be a flamboyant performer, the latter would be like an anchor, providing a stable base which other high performers can use to increase productivity. But in order to determine whether a prospective employee falls in any of these two groups, some factors must be checked. These are as follows:
1. The information provided in resume: Most resumes contain rigged/exaggerated information. For instance, an employee who has been a software coder in a large scale software project might claim to have been in charge of 6 out of 10 software modules of the project. Often candidates will also exaggerate their experience level. The unfortunate thing is that, while experience level can be verified (most companies will provide the joining date and leaving date of an employee), a candidate’s actual expertise is not so easy to find out. Most companies will not give out this kind of information for legal implications. It will come out eventually, when the candidate faces a real project after being hired. But this would mean considerable losses to the company in terms of time and money. In these cases, hiring a professional organization to do a thorough background check of the employee is often the best idea.
2. The attitude of the candidate: This should be noticed very carefully. An employee who stutters during the interview due to stress may indeed be very talented, whereas a smart talking, suave candidate might be full of little more than hot air. Experienced interviewers can see through it, but a lot of people might fail to notice these little things. The behavioral characteristics must also be closely observed. For instance, a candidate who constantly bad mouths his previous employer may be telling the truth, but the attitude is clearly unprofessional.
3. The talk about salary: This is probably the number one reason behind most rejections. A high amount in the “Expected Salary” field often puts a frown on the employer’s forehead. However, not all candidates are undeserving of what they demand. A candidate with high skill levels might indeed get paid more than his colleagues in the same team. The trick lies in determining the skill level of the candidate, and toning down the amount to something that is acceptable by both sides.
Choosing the right candidate is often a tough task for most employers. But if done with care, it certainly becomes the first step towards building a loyal and productive employee base.
