What is an application audit? An application audit is a comprehensive process that can help you determine which candidates are the best fit for your job.
Without this process in place, you are left to your own devices and lack the know-how in hiring the right people. As we all know, hiring the wrong person is usually quite costly.
There’s no need to go back and forth with potential employees. This is because we have all of the information in one place! By going through this checklist, you’ll identify any red flags and make sure that you hire someone who will be perfect for the position.
So whenever you’re ready to get down and dirty with the principles of an application audit, keep reading.
The Job Description Analysis
The first step in an application audit is to examine the job description. You should also decide what kind of people would be a good fit for this position.
This includes checking if the requirements match up with any previous experience someone may have had. You must also ensure that they can handle all aspects of the job. This includes working independently or collaborating.
Furthermore, you should also focus on job duties that may be difficult if not impossible. You should decide whether or not you are willing to train someone.
If the requirements don’t align with the applicant’s experience level, they might be a poor fit for this position. Plus, if an individual can’t do everything in a particular role because of their responsibilities at work or outside commitments (kids), it is best to know now rather than later, so both parties save time and frustration.
The next step is examining how qualified candidates match up according to qualifications such as degrees earned, certifications obtained by other schools beyond degree-granting institutions, what kind of licenses they have, any specialized skills like fluency in different languages.
An important aspect of evaluating potential candidates is to identify if they have the right personality and values. You don’t want someone who will clash with your company culture. You also don’t want somebody to feel uncomfortable in their work environment.
Cultural Differences
Lastly, it would help if you thought about how long someone might stay at this job and any cultural differences. You don’t want somebody to work for a couple of months and bounce. You certainly don’t want somebody who simply does not fit in with the rest of the crew.
Consider:
- Degree/Diploma earned?
- Previous experience?
- Licensing requirements fulfilled for the current position or previous positions held?
- Specialized skills acquired through training programs or outside courses that one may not reflect on a resume? (i.e., foreign language fluency)
You also need to consider the applicant’s level of commitment. How many jobs have they had over the last ten years? What lengths does an individual go to to keep their current job?
You need to be able to answer these questions. The answers will better serve your expected outcomes, and they might go as far as surprising you.
Consider:
- Personality and values.
- Cultural differences (i.e., does the person have a different cultural background that may influence how they perceive or interact with others)
- Length of time at company/job commitment level.
It is important not to get too caught up on details like an applicant’s grades or resume length. Rather, focus more on whether this position will fulfill someone’s needs regarding what they can offer and where you are looking for them to grow.
It doesn’t matter if someone had a degree from Harvard when he applied for your middle school math educator opening. Instead, think about qualifications that would be necessary for the particular role being filled. If it says “must pass a certification exam,” then the applicant needs to have (or be able to attain) that credential.
The Positions Requirement Analysis
The next part of an application audit is to look at the requirements for this particular position.
Some things that need to be considered include:
- Minimum education requirement?
- Length of time someone needs to have been out of school to qualify?
- Relevant degrees earned or certifications received from previous schools beyond degree-granting institutions (i.e., accredited college)?
Must these be related directly to job duties, or can they be tangentially connected? What about other licensing types besides normal professional licenses like those obtained by doctors, lawyers, and teachers?)
Can some qualifications come from activities outside work such as volunteering, hobbies, exercise routines?) If so, how much might they outweigh a lack in academic achievements or a lack of certifications?
Is there anything on the application form that indicates how long someone will stay at this job? Does it indicate whether it is difficult for them to move because they have family obligations, etc.?
Once you’ve analyzed these requirements, then it’s time to ask questions about the applicant. These pillar questions serve as great guidance in qualifying a potential applicant. The following questions should help determine if they would be well qualified:
- Does the individual match up with all qualifications necessary as listed in the previous section?
- What are their strengths (i.e., degrees earned; experience gained through work history)?
- Who can offer more instruction when needed?
How does their personality align with your company culture while also feeling comfortable in their work environment? Are they flexible and able to adjust their work schedule as needed?) If they cannot accommodate your company culture, you probably shouldn’t hire them on the spot.
What is their level of commitment? How often do they change jobs or try to find new ways to improve the current position (i.e., seeking training opportunities, volunteering for other types of assignments)? People who are uncommitted to their work are expected to leave early.
Is there anything else that might be a drawback like an old conviction before it was expunged; low GPA despite being at Harvard due to family obligations which led him away from studying more frequently during school time periods)? Even though education matters, these questions might be obsolete for more progressive companies.
The Salary Range
When completing an application audit, it’s also important to see the salary range for this position.
This will help determine how many candidates you need to look at and whether or not they are qualified enough to be considered a viable candidate (i.e., if someone who has been out of school for ten years cannot meet your minimum education requirement).
- What is the lowest amount that one would offer?
- Is there any bonus/incentive plan available that would result in more money than base pay?
It can sometimes feel like considering all these factors when screening applicants takes too much time.
However, business owners who want their company culture supported should make sure everyone on staff meshes well with each other and understands its values. Click here to discover the applicant automation software that will ensure everything goes according to plan.
References and contact checkups
References and contact checkups can help determine a candidate’s suitability for the position:
- Have references provided been checked?
- Did you speak to them about their opinion on this applicant’s qualifications for the job at hand?
- What is your impression of how they handled themselves during these phone calls with previous employers, professors, or colleagues?
The final part of an application audit should ensure that all correspondence from the potential new employee audit has been followed upon.
If they have declined or ignored requests to complete some task (i.e., signing certification test paperwork; submitting transcripts), it may not indicate good judgment or willingness to follow through, making them less than ideal as a candidate overall.
Did you check to see if the applicant responded to any of your correspondence? Have they ignored requests for documentation or other tasks? If they cannot provide you with the right details, it probably shows how they will behave when hired.
What are their communication skills (i.e., did they take responsibility for their actions; ask questions when needed)? Would this person be able to speak on behalf of the company without being confrontational, rude, etc.? Communication is one of the most critical aspects of any business, so don’t disregard it.
The final step is deciding whether you would want them as employees. You should also decide what type of compensation package might work best to hire them.
If it seems appropriate that this candidate should receive more money than base pay given all qualifications met. Considering they are willing to accommodate flexible hours with no objection from them, then it may be a good idea to extend an offer.
Interview preparation
It’s always a good idea to prepare for the interview by reviewing what this employee could potentially be asked to no surprises.
The best way to do this is to ask your own questions: What would you like me to know about myself?) How can I make more of an impact on our company?
Why should we consider hiring you, with all these other qualified people out there who want the position as well)? Why should we choose you and not them (i.e., why will they provide better customer service; offer new skills or insights which others may not have?).
What type of interview would you like to conduct? It would help if you determined this from the get-go. You are conducting the interview, not them.
Have they completed the necessary prerequisites for the position, such as certain certifications?) Does this applicant appear to be a good fit based on qualifications and experience?
Would they follow through with all tasks assigned, or are there more things that need attention first before considering an offer extended at this time?
Transparency
If so, let them know after reviewing their application audit. Let them know how much work needs to be done and when you will contact them back.
It’s important not to have too many applicants in the future who may not make it past your screening process. If you do, then company resources have been wasted in interviewing without consideration.
It would be a shame to have done that only then turn around and find the perfect candidate. What is your impression of how they handled themselves during these phone calls with previous employers, professors, or colleagues?
Would this individual fit in well with company culture, given what you know about them so far? Is there anything on their application audit which might indicate otherwise? Having a total questionnaire package ready for any applicant is a great way to optimize your application audit.
The final step in completing an application audit determines whether or not it was worthwhile given all factors considered. Is this person a good fit for the company?
Application Audit Done Right
The conclusion is that an application audit should be simple. It’s a good idea to know what you’re looking for before asking questions.
The applicant must have been trustworthy in previous work experience. They must have completed all necessary prerequisites for the position (i.e., certifications). They also should not cause problems with company culture or others during interviews.
An employee who does these things will likely provide excellent customer service. They will follow through on tasks assigned at any given time without issue.
However, if there are issues that arise after submitting this type of document, let them know to fix them. They must do this first before considering hiring them as your next great team member!
It might sound like a lot of effort but completing an Application Audit is a simple process. It can save you time and money in the long run!
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