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Five Secrets To Successful Hiring – No.3

There are almost 6 million results in Google for the question „How to embellish your resume?“ So, anyone applying for an open job has a vast number of tactics and tricks to spice up that piece of paper that is representing their job experience. And recruiters can find it difficult to see through smoke and mirrors when looking for the right candidate.
But there are ways to narrow down the right person and find an employee that will feel perfect in their new role and who will be productive and happy.

The first two steps in this process are the alignment of core values and candidate’s values and job benchmarking. If you haven’t already, be sure to read through those and write down important takeaways. 

But now, you have a resume in front of you. By the look of it, the person in front of you has all the necessary skills and experience. But resume can tell us a lot of things, but it can also tell us lies. It can say embellished things in a lot of cases, so how do we get the people to prove that what the resume says, they can do?

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How do we prove people can do what their resume can do what they say?

A simple way to do that is: put people in the role before they get the role.

As a CEO of a medical billing company, I want people to prove they can do medical billing. Doesn’t matter are we talking about claims, if they can post payments effectively, or follow the upside of payments… Each role is very specific and we need to know they can do that before we bring them into our company. Especially if their resume says that they can do it.

There are almost 6 million results in Google for the question „How to embellish your resume?“ So, anyone applying for an open job has a vast number of tactics and tricks to spice up that piece of paper that is representing their job experience. And recruiters can find it difficult to see through smoke and mirrors when looking for the right candidate.
But there are ways to narrow down the right person and find an employee that will feel perfect in their new role and who will be productive and happy.

Take an assessment

What has proved to me as an effective way of self-selection is: we make candidates take a medical billing assessment. 

It’s an assessment of about 50 questions that they need to go through in 45 minutes and prove they know coding, billing, and everything else important in this line of work. They are allowed to use any tool that they want to, but they are being timed by an automated timer.

Sadly, the majority of times, people fail this assessment. Reasons are vast. However, I have seen time and time again that a person is coming from customer service in another company and they did HR work, thinking they can do medical billing which is unfortunately not the case. In those instances, self–selection works like a charm.

Source: giphy.com

Self-selection is your friend

By putting a candidate in a role, they will be performing daily, you get a smaller number of applicants objectively. As the number of applicants gets smaller and smaller, your chances of finding the person who is right for the role get higher.  

Only in case, a person proves they can do what they say they can do; they can move forward with the application. What this does is I don’t have to wonder will a lot of training and education be required once they get on board.

Hiring is super painful. 

People can fudge their resumes; they can talk about themselves in a certain way that makes you think there is a skill set that might not be all that. So, you want to make sure that they can stand behind what their resume claims.

Whatever your industry is, you have enough experience in it to come up with your way of testing a skillset that you require in a certain role so that applicants can prove that they can do it.

Don’t waste time and energy

Let’s say you like the person after an interview and all that they told you about themselves. You went through their resume and it’s just perfect for the role that you need them to perform. But a person gets on board and is on a struggle bus from day one. Of course, you will give them some time to adjust. However, time passes and the situation is not improving. Your manager is complaining, your team has to do extra work, and the frustration is going around the company. You try with a bit of a warning, but nothing is happening. The person doesn’t reflect their resume. Before you blink, you are on day thirty, losing time and energy of yourself and your team on a person who is just not fit for the role. And the worst thing is: you could have identified that in the hiring process.

Don’t get yourself in that position. Take a look at more practical bits of advice for different industries and take notes. When you do, you will also be listening to my 100th podcast! Started in 2018. and still offering you content that will help you personally and professionally!

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