Hiring with Confidence: 6 Essential Tips for Hiring DSP’s

By Mary Flom, Director of Marketing and Recruitment at Compass 

Recruiting direct service professionals (DSPs) requires a keen eye for integrity and reliability, as these individuals play a critical role in providing care and support to those in need. Ensuring that you select candidates who are honest, dedicated, and suitable for the role is essential. Here are six tips to help you identify potential red flags and make confident hiring decisions for DSP positions.

1. Believe, but No Blinders – Look for Inconsistencies

While it’s important to maintain a positive outlook and believe in the best intentions of candidates, it’s equally crucial to stay vigilant and not overlook potential red flags. Candidates are motivated to secure a job, and it’s not uncommon for some to exaggerate or fabricate details to achieve this goal. Those who lack integrity may lie to get the outcome they desire. Therefore, always be on the lookout for inconsistencies in their stories, resumes, and references. Trust your instincts and verify the information provided to ensure you make informed hiring decisions.

2. Get Curious – Ask the Why Questions

Develop a habit of curiosity and ask yourself probing questions to uncover deeper insights about the candidate:

• Why were they unemployed for six months?
• Why do they claim experience that isn’t listed on their resume?
• Why do they struggle to maintain eye contact?
• Why did they reschedule our interview?
• Why do they keep asking about the schedule despite stating they have “open availability”?

These questions can help reveal potential issues and provide a clearer picture of the candidate’s background and motivations.

3. Get a Second Opinion

Present the facts, along with your gut impressions, to a fellow recruiter or supervisor. Sharing perspectives can provide additional insights and help you make a more balanced decision. There is wisdom to be gleaned from discussing candidates with colleagues, ensuring a thorough evaluation process.

4. When in Doubt, Reference it Out

If your instincts raise concerns, take the extra step of calling their references. This due diligence can provide crucial information and help you verify the candidate’s claims. Always follow up on references to ensure you make the right hiring decision, particularly for DSP roles where integrity is paramount.

5. Stay Impartial – Maintain Objective Judgment

During interviews, it’s essential to stay objective and not let compassion cloud your judgment. While empathy is natural, especially when candidates share personal challenges, focus on assessing their suitability for the DSP role. Here’s how to maintain objective judgment:

• Listen for Patterns: Pay attention to whether candidates frequently blame external factors for failures. This can indicate a lack of accountability, a key component of integrity.
• Ask Follow-Up Questions: Probe deeper when a candidate shares a challenging situation. Ask how they handled it, what they learned, and what they would do differently next time. This helps gauge their problem-solving skills and willingness to learn.
• Stay Neutral: Maintain a neutral tone and expression, especially when discussing sensitive topics. This encourages honesty without making the candidate feel judged.
• Document Responses: Take detailed notes to capture the candidate’s exact words and explanations, allowing for an objective review later.
• Evaluate Consistency: Cross-check their responses with their resume, reference checks, and other information. Inconsistencies can be a red flag.
• Set Clear Criteria: Establish clear criteria for evaluating integrity, including specific behaviors, attitudes, and examples of honesty and accountability. Use this to guide your assessment.

6. Train Yourself to Recognize Non-Verbal Cues

Non-verbal cues can provide valuable insights into a candidate’s true feelings and intentions, especially important in the sensitive and interpersonal work of DSPs. Pay attention to the following:

• Posture: A relaxed, upright posture indicates confidence and engagement, while slouching or leaning back might signal disinterest or lack of confidence.
• Openness: Open body language, such as uncrossed arms and legs, suggests receptiveness. Crossed arms or legs can signal defensiveness or discomfort.
• Eye Contact: Consistent eye contact shows confidence and honesty, while avoidance might suggest nervousness or dishonesty.
• Genuine Smiles: A genuine smile that reaches the eyes indicates friendliness and positivity. Forced or fake smiles can be a sign of insincerity.
• Expressions Matching Content: Facial expressions should align with what the candidate is saying. Mismatched expressions may indicate dishonesty.
• Hand Movements: Natural gestures that complement speech indicate enthusiasm and confidence. Excessive or overly dramatic gestures might suggest nervousness or overcompensation.
• Fidgeting: Fidgeting with hands, tapping feet, or playing with objects can indicate nervousness or discomfort.
• Microexpressions: Brief, involuntary facial expressions can reveal true emotions like anger, contempt, or fear.
• Attention and Focus: Candidates who maintain focus on the conversation and respond directly to questions demonstrate attentiveness. Constantly looking around or checking the time can indicate disinterest.

Practical Tips for Observing Non-Verbal Behavior

• Observe Baseline Behavior: Start with small talk to establish a baseline of the candidate’s normal behavior, then look for deviations.
• Take Notes: Document nonverbal behavior alongside verbal responses for later review.
• Combine Cues: Consider clusters of nonverbal cues rather than isolated signals. Patterns can be more telling than single behaviors.
• Be Aware of Cultural Differences: Nonverbal communication can vary significantly across cultures, so be mindful of cultural norms and differences.

Conclusion

Recruiting the right DSPs requires a keen eye and a methodical approach to uncovering potential red flags. By maintaining a balance of optimism and vigilance, cultivating curiosity, seeking second opinions, diligently checking references, staying impartial, and recognizing non-verbal cues, you can make confident hiring decisions. Ensuring you select candidates with genuine integrity and dedication will help build a trustworthy and effective team, ultimately providing the best care and support to those in need.