Make sure that the candidate's qualifications make them ideal for the position and use the recommendation as a guarantee that you are making the right hiring decision. Preliminary telephone interviews allow the human resources department to select only the most promising candidates for face-to-face interviews with the hiring manager and other members of the hiring team. The application phase in the selection process is sometimes considered passive from the point of view of the hiring team: you just have to wait for candidates to respond to your job offer. The controls are intended to strengthen the hiring decision and ensure that candidates who have been selected for a position are suitable.
In others, it may be a talent search committee that selects candidates for interviews and chooses its new employees. Use the knowledge you've gained about your job candidates throughout the hiring process to make a final decision about who to hire. This is a practical aspect of the selection process; you're looking for the background that qualifies a candidate for the position you want to fill. With this in mind, it's important to understand that work background checks should be used as one of many employee selection tools, as they alone shouldn't make the hiring decision for you.
Like most employers, you're likely to perform a standard pre-employment background check on candidates, but the candidate's social media profiles can provide more details about the person as a person and as an employee, for better or worse. While it's legally risky to allow a candidate's activity on social media to influence your hiring decisions, as that can cause unconscious prejudice or discrimination, it can give you a better picture of the candidate you're interested in hiring. However, before that, don't forget to inform rejected candidates that they haven't gotten the job; not only are they potential employees for another position in the future, but a positive experience as a candidate will also work miracles for your employer brand. In some cases, the paperwork can be one-time, in which a template is created and the necessary information is entered for each new hire.
There are some strategies to speed up the hiring process, such as using an offer letter template instead of creating one from scratch or informing candidates that you want to hire them through an informal verbal offer.