It is only natural that people do not include anything in job applications that may hinder them getting hired when applying for a new position.
As employers we have to be vigilant in our review and research of each candidate on the shortlist for final consideration.
Here are some suggestions of steps you could take to reduce opportunities for hiring mistakes:
- Reject any applicant with unexplained gaps in their resume.
- If you have a good pool of applicants, reject friends of people who already work in the business.
- Ask them to bring photos from their previous retail roles showing things they have done.
- Contact employers for the last three years. Verify start and end dates. Again, be wary of gaps.
- Reject any applicant who only has traditional (old-school) newsagency experience.
- Ask specific questions:
- Do you have a police record?
- Have you ever been sacked? If so, why?
- Have you ever been put under performance management – i.e. issued a formal warning?
- Has a customer ever made a complaint about you? If so, what was it?
- Tell me two things you think could be changed in this business to improve it?
- If you have any doubt, don’t proceed.
Always hire with a period of probation. Use this to terminate anyone you are not complexity satisfied with.