CRM Personnel Selection Services
However, the objective of a socio-labor investigation is to be able to corroborate the way of life, economic situation, education and work history and for many companies it can be the final part to be able to make a decision whether to hire the candidate or not.
Although in the selection process certain behavioral traits can be detected through the interview and psychometric exams and the Curriculum Vitae can be well done, there are times when there may be a doubt about the environment that exists behind that candidate. who with his talk and work achievements convinced the recruiter.
Precisely, a reliable way to verify the data provided by the applicant is to carry out a socioeconomic investigation that includes: positions, companies and time periods. These must be confirmed to know that the candidate knows how to do what he says and has performed the positions that he states in writing in his resume.
a) The geographical area where the candidate lives determines factors such as the time they will spend daily getting to their workplace.
b) Housing conditions measure the economic stability of a prospect; That is to say, it is not so easy for a person who has certain expenses to cover to stop working or change jobs very often. On the other hand, if the person does not have fixed expenses, tuition to pay or financial dependents, they become a more “volatile” candidate, so to speak, because it is easier for them to abandon their job or resign for no apparent reason. This situation represents losses for the company due to training, induction and invested salary expenses.
c) Schooling must also be verifiable; It is very common that certain positions require specific schooling, from high school to master’s degree. Therefore, it is important to verify that the candidate really completed a certain academic degree, because each level of education provides cognitive, organizational and even vocabulary tools that the person will require to perform their position.
d) Labor references; These consist of a telephone or personal investigation carried out by a social worker at the places that the candidate refers to on her resume as companies where she previously worked. During that visit, the social worker verifies that the candidate was really hired there, the time she remained in the organization, the salary she received and behavioral references during her stay in said place.
e) Confirm the work information against the weeks quoted before the IMSS or Infonavit, here we can verify if the candidate is really providing all of his work history in his Curriculum Vitae or is omitting work information due to having a negative reference.
f) Personal or neighborhood references, especially the latter, can tell us what the behavior of the possible candidate in his environment is really like, if he is a good neighbor, if he is cooperative or if he is a person who does not greet anyone, does not care by the area where you live, etc.
It is important to consider that socioeconomic studies are a vital tool within the Recruitment and Selection process of companies.
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