A Guide to Hiring Heroes, Not Zeros

Hiring the right candidate for a position in your Department is no easy task. With the prevalence of resume embellishments and misleading information, it's becoming increasingly difficult to separate fact from fiction during the hiring process.

To overcome these challenges and ensure the accuracy and integrity of your recruitment process, it's essential to implement a comprehensive strategy that includes thorough reference checks, open-ended interviews, skill assessments, and background checks. Here's a quick review of some of the most critical components of any comprehensive selection protocol, with practical tips for incorporating them into your hiring process.

1. Reference Checks: The Foundation of Reliable Information To kickstart your hiring process, begin by conducting thorough reference checks. Contacting every reference listed by the candidate allows you to verify the accuracy of their academic and employment histories. Clearly state on the application that all references will be contacted to ensure transparency and deter candidates from providing false information. Additionally, be vigilant for vague or incomplete answers during reference checks, as these may indicate potential red flags.

2. Open-ended Interviews: Uncovering Truth Through Probing Questions During the interview stage, rely on open-ended questions to delve deeper into candidates' experiences and qualifications. While personal probing is illegal for most Public Safety positions, asking broad and unexpected questions can lead to revealing disclosures. Conduct at least two separate interviews with each candidate, asking the same questions to compare answers for consistency. Structured, behavioral interviews - contact PSP if you'd like help setting yours up! - have been shown to improve the accuracy of post-hire performance by as much as 50%!

3. Online Tests: Assessing Attitudes and Behaviors With Accuracy To mitigate the risk of candidate distortion, use research-proven online tests that measure attitudes and behaviors relevant to the job role. Despite concerns about their validity, research has shown that some tools - like those we use at PSP - are significantly more accurate than interviews in assessing applicant honesty. These tests can provide valuable insights into candidates' integrity, work ethic, and honesty.

4. Cognitive Skill Assessments: Validating Competencies and Abilities In addition to interviews and tests, incorporate cognitive skill assessments into your hiring process to verify candidates' claimed competencies. These skill tests provide tangible evidence of candidates' abilities, ensuring that their capabilities are genuine and not exaggerated. By assessing candidates' aptitude firsthand, you can make more informed hiring decisions and avoid hiring individuals whose qualifications fall short of expectations.

5. Background Checks: Uncovering Potential Red Flags Before extending a job offer, always conduct a thorough background check on candidates. This includes checking their criminal history, verifying their employment and education credentials, and, where applicable, reviewing their credit history. Whether or not a Public Safety position requires financial skills, a candidate's credit history can provide valuable insights into their organizational skills and attention to detail.

By implementing a comprehensive hiring strategy that includes reference checks, open-ended interviews, online tests, cognitive skill assessments, and background checks, you can ensure the accuracy and integrity of your recruitment process. By verifying candidates' credentials and assessing their competencies thoroughly, you can make informed hiring decisions that align with your organization's goals and values. Remember, honesty and integrity are essential traits in any candidate, and by prioritizing these qualities, you can build a team of trustworthy and capable individuals who contribute to your Department's success.