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How To Thoroughly Vet A Candidate

Updated: Jan 11

Table of Contents -

  • What does it mean to vet a candidate?

  • How to vet applicants & interviewees?

  • Bonus Tips

  • Key Takeaways

  • Conclusion

In today's job market, it's more important than ever to make sure you thoroughly vet a candidate before making a job offer. Candidates for any position should be thoroughly vetted in order to ensure that the best possible person is hired for the job. There are a number of ways to vet a candidate, and the specific methods used will depend on the position being filled and the company's hiring procedures.

But what does it mean to vet someone exactly? Let's see -

Man vetting a candidate. The text says, learn to effectively vet a candidate during the hiring process so you don't end up with a bad hire.

What Does It Mean to Vet Candidates?

Before deciding whether to extend a job offer, you thoroughly screen and investigate potential candidates, a process known as "vetting candidates." Making sure that all the information provided by candidates, such as their educational and professional history, is accurate and truthful is one aspect of this process. By implementing a vetting procedure, you can reduce your list of applicants to just the most qualified ones.

How To Vet Applicants & Interviewees?

You examine a candidate's credentials and temperament when you interview them. Hiring someone who fits your culture well and is qualified is your objective. In this post, we'll go over how to thoroughly screen applicants and interviewees so that the best candidate can stand out.

Here are a few tips to help you do just that. Let's get going.

Step 1 Examining the resumes and cover letters of applicants.

Once you receive applications from candidates, the initial stage of the vetting process starts. If candidates seem like they would fit into the company culture and meet the minimum requirements of the job, you can tell from their resumes and cover letters. When you are going through the resumes and cover letters of applicants, you can always ask yourself certain questions like -

  • Are there any gaps in the resume of the candidates and if so, why?

  • What is the location of the candidate? Do they live near or will they have to make long commutes/relocate?

  • Has the applicant worked in a field that is relevant to the position?

  • Does the applicant possess the hard and soft skills required to carry out the duties of the position?

You have to keep in mind that asking these questions to yourself does not mean that you have to automatically assume the answers in your head and reject candidates. You can always ask these questions in the initial rounds of interviews. For example, rather than assuming that the location will be too far for the candidate, you can ask them if they are willing to relocate. These questions will give you a headstart in the initial interviews and also, to be honest, you’ll be fair to the candidates.

Step 2 Calling applicants to interview them

Candidates will proceed to the phone screen during the next stage of the vetting process if their resumes meet your requirements. This short interview over the phone typically lasts 30 minutes. You will discuss the position and its responsibilities, determine whether the applicant satisfies the position's fundamental requirements, ascertain their level of interest in the role, and respond to any queries they may have during this conversation.

Step 3 Evaluating Their Skills & Abilities

Some companies require candidates to sit through a technical round of interviews to assess their skills. You might want to take tests to see if candidates can handle the tasks necessary for the position after reviewing their applications. You can create an assessment that candidates must complete by a certain date/time after determining what abilities or knowledge are required.

Depending on your needs, that deadline may change, but give potential candidates at least a day or two. You can narrow your pool of candidates using these assessments to find the best candidates. You might have heard content writers being asked to submit some articles or graphic designers submitting some posts. See if you can conduct a technical assessment round.

Step 4 Final Interviewing of Candidates

You should have a list of qualified applicants to interview who meet the position's minimum requirements once the pre-interview screening process is complete. You have the opportunity to learn more about each candidate during the interview process, including information about their personalities, work styles, and specific examples of their skills. Multiple managers or coworkers can evaluate whether candidates would mesh well with the team and company culture through a series of interviews.

Here Are A Few Bonus Tips!

By following these tips, you can help ensure that you find the best candidate for the job.

  • Check their references - This is one of the most important things you can do when vetting a candidate. Make sure to contact their references and ask questions about their work experience, skills, and abilities.

  • Do a background check - This is another crucial step in the vetting process. A background check can help you uncover any red flags that may be present in a candidate's past.

  • Ask the right questions - When you're interviewing a candidate, make sure to ask questions that will help you get a better understanding of their skills and abilities. Avoid questions that could be perceived as leading or biased.

  • Take your time. Don't rush the vetting process - This is an important decision, so you want to make sure you take the time to do it right.

Key Takeaways

One of the first steps in vetting a candidate is to review their resume and cover letter. This will give you a good overview of their qualifications and experience. If there are any red flags, such as employment gaps or inconsistencies, be sure to follow up with the candidate to get more information.

Next, conduct a phone or video interview with the candidate. This is a great opportunity to get to know them better and to ask more detailed questions about their qualifications.

Once you have narrowed down your list of candidates, it's time to start checking references. This is an important step in the vetting process, as it will allow you to speak to people who have first-hand experience working with the candidate. Be sure to ask specific questions about the candidate's skills and abilities, as well as their work ethic.

Finally, once you have all of the information you need, it's time to make a decision. Trust your gut and hire the candidate that you believe is the best fit for the job.


One of the most important things you can do when hiring someone is to thoroughly vet them. This means taking the time to do a full background check and reference check. When conducting a background check, you should look for any criminal history, as well as any red flags that may appear in their credit report. You should also check their references and make sure that they are from reputable sources.

It's also important to remember that you can't just rely on one source when vetting a candidate. You should always get multiple perspectives and try to get as much information as possible. If you take the time to thoroughly vet a candidate, you'll be much more likely to hire someone who is a good fit for your company.

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