How to Write About Credibility Assessment in Hiring Policies and Procedures
Sometimes job candidates are economical with the truth on their resumes.
By Jessica Fender, Guest Blogger –
The process of hiring new employees can be quite challenging and demanding. Recruiters and those in charge of the process need to go through dozens of candidates, reading their CVs, and doing live interviews. Still, even after all of this is finished, you often stay uncertain about which candidate to choose. This is because your subjective feeling is not enough to make the right decision.
The truth is, you need a better pre-employment assessment strategy. Candidates tend to sugar-coat their experience or even lie on their resumes and interviews, just to get the job. This is why you need a method to assess credibility. If you want to know how to write a proper credibility assessment policy, just keep reading.
Here’s how to write about credibility assessment in your hiring policies and procedures.
1. Request Full Disclosure
Yes, it should go without saying that your candidates tell the truth and nothing but. Still, you need to emphasize this in your hiring policy.
Make sure to tell your candidates that you request:
- full disclosure
- facts backed up with documents and evidence
- clear and concise data
So, if a candidate says they graduated from college, you want to see a copy of their college diploma. Or, if they say they worked in a company for years, you’d like to see a letter of recommendation. You need to make it clear to them that there’s no room for manipulating facts.
Also, make sure to write that you will run a background check for all of the information and facts they decide to share with you in their resumes or live interviews.
In case you need help with writing this or any other section of your hiring policy, you can find academic writing services and use the assistance of experienced content specialists. They can help you write better and more precise policies.
2. Skills & Expertise Test
After you’ve defined that you expect the truth, it’s time to define the skills and expertise test that your potential employees will have to take.
It’s the best way for you to check their credibility and see if they are cut for the job you plan on giving them. Make sure you cover the following details in the hiring assessment section of your hiring policy:
- what type of test you will distribute
- what the conditions of taking the test will be
- what type of questions you will ask (yes/no, descriptive questions, etc.)
- how you will assess the results of the tests
Make sure you tell your potential candidates as many details about the test as possible, to prepare them properly. Also, state that the results of the skills & expertise test will play a great role in making the final decision of choosing the right candidate.
3. Personality or Aptitude Testing
Many companies conduct psychological tests, personality tests or aptitude tests before hiring a person. These tests will not indicate anything about credibility but can give you a glance at the person’s fit for your organization.
Notify potential candidates about the testing you’ll conduct to measure things such as:
- mental capabilities
- personality type
- behavioral style
- suitability for the role
This testing can help find good candidates and give them an opportunity to fight for their job position.
Describe the type of standardized testing you’ll be using and make sure they understand the purpose of psychological testing.
4. Lie Detection
More often than not, candidates tend to lie about their previous work experience and deceive the employees about their level of expertise. If you were to let this happen, you would seriously jeopardize our company’s professionalism and effectiveness.
This is why you need a strict lie detection and recognition policy.
If appropriate for your jurisdiction, you could use EyeDetect, a new employee credibility assessment tool, that provides quick information about a candidate’s credibility and allows you, the company, to make better hiring choices. The test is administered by a computer and uses an eye tracker to detect whether a person is telling the truth or not.
If you do include this quick and convenient lie detection method in your credibility assessment, make sure to explain the process to potential candidates.
Final Thoughts
It’s important that you have a clearly defined hiring policy that explains all the steps of your credibility assessment process. Let the candidates know what to expect and how you expect them to behave.
Use the best tools available for detecting potential deception. EyeDetect can make your hiring process much more successful and prevent candidates from deceiving you.
About the author: Jessica Fender is a career blogger and educational writer for a number of websites including AllTopReviews which provides students with the list of useful resources and articles about learning and career development. Jessica likes sharing her ideas with young professionals helping them achieve more.
