How To Hire Your Next Employee Series: Making Your Selection

Make a Selection

Liz Strikwerda

Content strategist and corporate blogger (2000+ posts). Her work has been featured on G2's Learning Hub, Human Resources Today, CloserIQ, Better Buys and over 500 business websites. She plays bluegrass mandolin and enjoys hiking in the red rock wilderness of southern Utah. Connect with me on LinkedIn

Welcome to our series How To Hire Your Next Employee: The Ultimate Guide. In today’s post, we describe how to make a candidate selection with ApplicantStack. We will explain how ApplicantStack streamlines the background and reference check process.

Before we continue, let’s review where we are in the series:

Make Your Hiring Selection With Confidence

The time has come to make a selection from your pool of top candidates. You want to be careful, but you risk losing applicants if this stage takes too long.

You have candidates at every point in the hiring workflow. You can’t afford bottlenecks anywhere along the applicant journey. Every stage is critical, including this one.

Don’t let background and reference checks slow down your hiring process. ApplicantStack helps you optimize this critical stage by narrowing your pool of candidates to the best possible options. Then it eliminates final concerns with background checks and calls to references.

What is a Background Check?

A background check as part of a job application is a review of the applicant’s records and history. The employer wants to determine if the applicant is honest and trustworthy. They want to know if he/she poses a threat to the company in any way. For example, if the applicant has been convicted of theft or an assault, it would raise red flags.

Employers also check other information specific to the job role. For an accounting position, the employer might review the applicant’s financial records. If the applicant was highly leveraged with debt, the potential employer probably wouldn’t be comfortable letting them handle company funds.

Most employers contract with a company that specializes in performing background checks.

The purposes of a background check include the following:

  1. To confirm the applicant’s identity
  2. To determine if the applicant has a criminal record
  3. To confirm the employment history listed on the resume and/or application
  4. To confirm the education listed on the resume and/or application
  5. To review the applicant’s driving record
  6. To review the applicant’s credit history

There are federal and state laws that regulate background checks. It’s important that employers understand how to conduct legal background checks.

When Should I Perform a Background Check For a Job Applicant?

Background checks are generally performed following the review process, before an offer is extended. You can move this action to any point in the process based on triggers in the workflow. When the background check step is triggered, an email is automatically sent to candidates asking them to complete the screen process.

What is a Reference Check?

Employers perform reference checks to evaluate and verify an applicant’s employment history. The candidate provides the names and contact information for the references on their resume or application.

There are two main types of references: professional and personal. A professional reference is usually a previous (or current) employer, manager, business associate, or client. A professional reference provides information about work history and skills.

If an applicant is new to the workforce and has no professional contacts, they might provide a personal, or character, reference. A personal reference may be a teacher, professor, coach, member of the clergy, or supervisor at a non-profit.

Reference checks vary in the types of information obtained. The employer might simply verify dates of employment and the job title. With a more extensive inquiry, the employer seeks information about the applicant’s performance in previous job roles.

Reference checks are regulated at the federal and state level.  It’s important to understand how to conduct compliant reference checks.

How Can ApplicantStack Simplify Reference and Background Checks?

In ApplicantStack, you can trigger reference and background checks at any stage in the hiring process. The applicant provides the references on the questionnaire during the application process. Emails are sent directly to references. All feedback is imported into the candidate profile.

ApplicantStack Automation + Customization

Intelligent automation and the ability to customize prevents logjams. This is true for the background and reference checking stages as well as the other workflows in the hiring process.

  • Background screening
    • This workflow can be triggered at any stage in the hiring process
    • The applicant is automatically sent a screening email
  • Reference checks
    • This workflow can be triggered at any stage in the hiring process
    • Auto emails are sent to the applicant’s references
    • Responses are imported into the candidate feedback tab

Does ApplicantStack Integrate With Background Screening Companies?

ApplicantStack integrates with several background screening companies and we’re adding more all the time. Our current background screening partners are Accurate Now, Amerisearch, CareerBuilder Employment Screening, DISA, and Trak-1.

Select Your Next Employee

Based on the feedback during the previous steps, you can now make your selection of the top choice candidate. When this stage is finished, you are ready to offer the job to your top candidate!

Join us for the next post where we will teach you how to extend a job offer.

You can watch other videos in this series on our How to Hire Your Next Employee playlist.

Take a look at this entire series as an infographic!

Simplify HR management today.

Simplify HR management today.

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