Secondly, we suggest you test at least your number one candidate. While there are hundreds of valid tests, our preference is for one that takes less than one hour, can be done on the web, very cost effective and gives you the results shortly after the test is taken. A success profile needs to be developed in regard to position. Obviously the best way to do this is to test a  significant number of your above average performers for the type of position for which you are testing. However, this can be time consuming and expensive. There are other alternative ways of doing this that are quick and inexpensive.

The final step in the hiring process, aside from negotiating an offer, is to conduct reference and background checks. There are affordable/reliable/fast services that check such things as: credit, criminal, academics and more. A release form signed by the candidate is required. Reference checking on the other hand is much more involved. First you need to start with people that provide an objective evaluation of the candidate. Given our litigious society, they are increasingly hard to find. Generally we find that a list of references that a candidate presents not to be very reliable; would you give someone a name who would give you a bad reference? Instead you want to find former managers, associates and/or customers of the person that will give you this desired objectivity. You can hire a service to do reference checking but they should know the industry and have a good reputation. However, if you are going to conduct the reference check ensure the people you contact of confidentiality and that you are looking for consensus statements versus individual comments.