Utilizing a Due Diligence Checklist is Crucial when Hiring Engineers

Utilizing a Due Diligence Checklist is Crucial when Hiring Engineers

In my career consulting with engineering companies regarding their recruiting needs, I’ve heard some hiring horror stories that serve as cautionary tales. These bad experiences could have been avoided had these companies followed a checklist and done their due diligence during their hiring process. Adding a new member to your team is one of the most important business decisions you make, and hiring the wrong person is expensive – literally and figuratively.

Keep this Due Diligence Checklist in mind as you move a candidate through your company’s process:

#1: Pay Attention to What’s on the Resume

In the initial screening phase, pay attention to the dates on a candidate’s resume and discuss the dates with them. Discussing them ensures you are covering any lapses in employment, understanding the reasons they’ve left employers, etc. Make sure the timeline makes sense – if things feel off, it’s okay to probe further. Be careful not to get fixated on a job or two where there is a lack of longevity. Be open to hearing their reasoning and remember, this is something you can likely confirm in the reference checking process.

You should also be looking at spelling, grammar, and formatting of the resume. While doing so may seem miniscule, it provides insight to the candidate’s attention to detail and the quality of work you can expect from them if you were to hire them.

 

#2: Verify Education, Certifications and Licenses

Technology has made it much easier to verify certifications and licenses by performing a quick online search. There are also screening companies who will do the work for you – verifying all of the education, certification, and licensing information for you! Keep in mind, some institutions take longer than others to respond, so be prepared for this to take up to a week (possibly longer). This is such an important part of the process because while it may not happen often, there are individuals out there that will falsify their background and you do not want that to happen to you.

Once, we had an instance where a Director level candidate had reached the acceptance phase of the hiring process; However, it was revealed that he falsified his education – both his Bachelor’s AND Master’s degree. He had led an impressive career up to that point without this information coming to light. Regardless of the candidate’s career level, deception happens. Be vigilant in all hires! It makes me shudder to think of the impact that this person, who had been dishonest for so long, could have had on our client’s business, especially in a leadership role. It would have been devastating.

 

#3: Check References

Although reference checking can be tricky these days, viable candidates should be able to provide you with a list of reference contacts that can speak to their work and work ethic. When checking references ask questions that align with the position you are considering the candidate for and ask questions that help overcome any concerns you have about the candidate. Also, if a reference is reluctant to share information, that often tells you something. Listen to the silence…sometimes it speaks volumes.

 

#4: Criminal Background and Drug Screening

I recommend performing a criminal background check and drug screen that are consistent with your hiring process and company policies. If you are a smaller company without a defined process – make sure you are consistent and what you do for one candidate, you do for all. Doing your due diligence in the beginning may add a little extra time to your hiring process, but it could save you time and money in the long run… imagine if you made a bad hire that could have been prevented by adding these two simple steps to your checklist.

 

Communication is key to ensure you do not lose a candidate’s interest! So, throughout the hiring process if getting ahold of references has been a challenge, or a background check is taking a little longer to get back to you, communicate that! Remember, it’s a competitive market our there…do your due diligence, keep the line of communication open, and follow your checklist.

 ~Alissa