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Recruitment 101: To find out more about Susan's background, ask her these six questions in the application process

by , 16 October 2014
You're recruiting in your workplace.

You sent out a winning job advert and attracted a lot of candidates. After sifting through a large pile of CVs, you finally have your short-list of candidates to interview. And Susan is one of the people you'll interview.

You're now studying her CV and preparing interview questions as you want to find out more about her background.

Keep reading as we reveal to you six questions we recommend you ask Susan to find out more about her background in the application process.


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Recruitment 101: Here are six important questions to ask about Susan's background

 
You need to ask the right questions in the application process especially if you want to find out about the applicant's background.
 
The important questions to ask are:
 
  1. Do you have a criminal record?
 
  1. Please provide us with details of the offence, date of conviction and sentence. (Ask this question if the answer to the above question is yes.) Note: You can't enquire about arrests, pending court cases or cases that were withdrawn.
 
  1. Do you have a good credit history, i.e. do you have default judgments or garnishee orders against you? Do you mind if we check this?
 
  1. Can we have permission to check your qualifications?
 
  1. Are you linked to any businesses either as a principal, director or member?
 
  1. Do you have a current restraint of trade agreement with your present and/or previous employer?
 
Asking these questions will help you find out more about Susan's background in the application process.
 
The important point is you must be open with applicants about the fact that even after you've asked these questions, you'll check their background to ensure you hire the best candidate.
 
PS: Check out Recruitment: The Complete Guide for more information on recruitment.


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