Instructions for Researching a Candidate

_________________________________________________________________________________________________ Now that the initial interview process is over, it is time to research the candidates and ensure that a substantial amount of consideration goes into the final verdict. The instructions serve to help employees through the difficult process of classifying which candidates will be eligible to proceed to the follow-up interview. No candidate will go unscathed with this set of instructions that incorporate the following three basic steps: Finding the online presence Omitting unsuitable candidates Compiling a list of sufficient candidates to incorporate Materials needed: Computer and internet access Applications of candidates being researched _________________________________________________________________________________________________ Step 1: Create a list of Personality Traits a) Filter out the top candidates from interviews in order to look at his or her online representation. b) Make a list of traits that the company is in need of for the position that is being filled. c) Prioritize which traits are the most important for the job. Step 2: Find the Online Presence of the Candidate a) Enter the candidates name in a search engine to see what is available on the potential hire out on the web. b) Split up the information found into groups of articles and social media sites. Helpful Tip: It is oftentimes a good idea to open up two different search engines to find better results on the candidate. It is also a good idea to enter the city listed as a permanent address on the application. Step 3: Verify the Candidate of an Article or Website a) Look for a picture or description of the candidate. b) Review for clues about a permanent address close to where the article was written or the social media site may have listed. c) Check to see if the places he or she has worked matches up with what is listed on certain social media sites. Step 4: Search for Positive Traits in an Article a) Look for signs of compliance with the company in the descriptions of the candidate in the article.

b) Find out why the candidate ended up in an article. Example: If the candidate ended up in the newspaper for leading the soccer team to state, it can show leadership skills, determination, and an admirable work ethic. Step 5: Search for Positive Indicators on a Website a) Search for groups and organizations that show involvement in the activities listed on the resume. b) Take note of whether or not the candidate uses discretion on his or her page. c) Look through photographs of the candidate (if available) to see if there are any photos that show involvement in organizations. d) Scour LinkedIn and Facebook pages for recommendations, endorsements, and traits listed in step 1. Helpful Tip: Finding that a candidate participates in study groups on Facebook is a good sign because it shows that the candidate works hard for grades and cares about cooperating to get an A. Step 6: Weed Out Candidates a) Check to see if a candidate posts too many things to his or her social media site. This is an indication of poor time management skills. b) Look to see if a candidate displays a need to berate others often. c) Steer clear of candidates who use curse words, were mentioned in an article for negative reasons, or use incorrect grammar. Step 7: Prioritize Candidates a) Fill out the attached checklist to double-check that they meet specifications. b) Create a list of the top candidates according to which candidates best adhere to both the list created in step 1 and the checklist. c) Distinguish between which candidates will be invited to a follow-up interview and which ones will receive a rejection letter. _________________________________________________________________________________________________ Great job, you just eliminated a list of unfitting candidates and set up a group of follow-up interviews for the company! From here on out, deeper research will have to be taken to narrow down to a list of new hires of Petrochem. Here are some tips to help out in the deliberating and find the proper candidate: Schedule a question-answer outing with the potential candidates in a casual place to see who fits in the best, with Petrochem employees in a stress-free environment. Pay attention to the questions candidates ask about the company and what those questions say about candidates. Focus on candidates who show initiative in contacting you.

1. Create a list of personality traits for open position

6. Prioritize candidates for followup interviews

2. Find candidate online

5. Weed out candidates

3. Verify candidate's online presence

4. Search for positive traits

Checklist for Candidates to Receive a Follow-up Interview

o Arrived at initial interview before the set time. o Dressed professionally for interview and well prepared (with a copy of resume, transcript, and application) o Shows social and communication skills o Demonstrates set of leadership skills required for open position o Maintains solid GPA and involvement in outside organizations o Facebook shows involvement in outside organizations o Facebook, LinkedIn, or online references are professional and do not show drug or alcohol affiliation o Online profiles appear to be professional with no slander, curse words, or excessive posts o Candidate appears to fit in with work atmosphere