Reliability is a crucial job skill, but it can be hard to assess from just a resume and several interview conversations. Businesses need reliable employees to trust to be able to help them achieve the goals of the company. If an employee can’t be trusted to take their role seriously, they’ll end up being a drain on company resources rather than a valued addition to the organization. So how can you accurately access reliability?

  1. References: One way to get a feel for how reliable a candidate is to ask for and contact personal and professional references. Companies sometimes skip this step because it takes time calling and following up with contacts, but getting someone else’s perspective on someone you’re thinking about hiring can help you know your candidate better and make the best decision for your business. Asking about any performance issues or time management issues can help you feel confident and make the right hiring decisions.
  2. Ask the right questions: Asking about time management – for instance what an employee might do if their day is up according to the clock but they still have paperwork to finish or a deadline to work towards or when they think it’s okay to be late arriving to the office – can be a great way to get information on how candidates would handle time-sensitive situations or situations that need to be handled maturely.
  3. Partner with a recruiter: Staffing and recruitment firms are experts at vetting candidates and can help make sure that employees being considered for a position can “prove” their reliability. Often times this includes a background check that can help you get a deeper understanding of an employee’s personality and work history.

If you’re looking for the best employees for your open position, get in touch with our team today. We can help you find the right candidate who has the skills, experience, and reliability that your business needs. Our expertise in the industry and our extensive network gives you the ability to find the perfect fit and hire with confidence.


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