Things to Consider Before Hiring That Worker


Let’s say recently your company is undergoing some positive changes. You would like to hire new people to join your company. At the same time, you may also have the budget for new hires. Or you are just looking for someone to replace that staff who have recently left your company and would like to find someone who is a good fit.

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You may worry about if the candidate is a right fit for the position. Sometimes, you may worry if the candidate may even fit into your company culture or not.


Do you want to hire a young, fresh graduate? Their asking salary range may be lower, but you will have to guide and train them as they do not have industry experience yet.


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Or are you looking into hiring a much older person, who may have more work experience? Given that their asking salary may be higher, remember they can bring many invaluable resources to your company to help it grow.


Nevertheless, before you hire that candidate who just walked into your office for an interview, here are a few things you’ll have to consider before hiring.

Having the right skill set, qualification, experience for the position

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First and foremost, take into consideration the candidate’s skillset, qualification, and experience. You have to make sure if the candidate has what it takes to fill in the empty position.


Hiring a candidate who does not have the right capabilities can lead to disastrous outcomes. More often than not, such candidates take longer time and effort to train. Both you and the candidate will have a steep training-learning curve to climb.


If budget is an issue, find a candidate that has the minimum number of years of work experience. Their asking salary may not be too high, but they are at least trained in the industrial basics. Henceforth, you are not required to put in that much effort in training a fresh graduate who has zero work experience.

Passion for the Industry?

industry passion
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Check on the candidate to see if he/she has passion for the job industry she applied into. For some candidates, a job is just a job that pays the bills.


When you are checking into the candidate’s passion, see if he/she has done pre-interview research on your company before. Do they look like they are enthusiastic during the interview? Do they illustrate their talents and passion with stories from their previous work experiences (if any)?


You can draw on their answers and analyse if the candidate is a “dead candidate” or one who’s brimming with appetite to learn and adapt. With their responses, you can make a decision if the candidate will fit right into the job role and your company.

Check Their Social Media Backgrounds

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Do this, as looking into their social media profiles will tell you a bit more about your candidates. This only works if their social media accounts are not privatised.


If their social media accounts are not privatised, analyse the posts they make. It should tell you something about the candidate. The posts, friend lists, the people they follow, the pages they like, so on and so forth.

Just check if they have any extreme views. Views too extreme may mean your candidate are not willing to adapt to the new workplace, or have some really dodgy beliefs that just don’t deserve to be in the workplace at all. Remember it may affect your company and your other staff members if one candidate holds an extreme view.


Also, not forgetting to mention, your candidate may be someone who posts every minor details about their work on social media platforms. Though it’s a small matter, it does make your company look unprofessional sometimes.

badmouthing former employers
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What if, say, your staff members take pictures of themselves in the office? And there are private data and information in the background of the picture. Anyone on the staff’s friend list can see, probably peruse it for personal use.


Sometimes they may even share company private information on public space without your consent. They may even sometimes post negative reviews of their previous companies. You don’t want that happening to your company. It’s violating company policy and could be avoided at all cost.


Just do a thorough check-up on their social media platforms if you have the time.

Serial Job Hopper?

serial job hopper
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When you receive a candidate’s CV, check how long their tenures are at a company at any given period.


A quick search on the internet, most sites will tell you a person should stay in a company for a period of 2 years minimum. Worst case scenario is to have the candidate stay in a company for at least 1 year. The maximum amount of years a person should stay in a job for is 5 years, although this is contestable.

serial job changers
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If a candidate is not able to hold down a job, there may be vital reasons surrounding it. Ask the candidate why he/she stayed for such a short time in a company.

calling previous employers
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The reasons can vary. It can be because the candidate is not able to adapt to the work and its environment (aka not performing up to expectations). Sometimes it’s due to mental health reasons, which interferes with the candidate’s work performance. Or it can be as simple as because the position was a non-renewable contract position (for 6 months, 1 year, 2 years, etc.).


If the reasons given for not staying in a position for too long is within acceptable reasons, it’s still all right. You can take on the candidate, no problem at all.


Just beware of any red flags the candidate is showing. If you still cannot accept what the candidate says, you can always call his/her previous employers and ask. Which brings us to our next point.

Call the candidate’s previous employers for references or recommendations


This is one other way for you to find out more about your candidates. This depends on whether if your candidate allows for you to call their previous employers to ask.


Even if you did call the candidate’s previous employers, there are a limited amount of information the former employers are willing to share. This is due to reasons such as legal repercussions the company may have when releasing such info. It may damage the candidate’s career future too, depending on how bad the situation is.


Nonetheless, if you feel the candidate is a right fit for the company and the role, go ahead and take him/her in. One mistake does not mean it will overturn your company. Unless it is a super serious mistake, it’s another matter on its own.