How prepared are you to engage in the process of hiring talent?
Preparation saves time in the long run. If you post a position and receive 200 resumes in response, how can you sift through to the right candidates? The only way to efficiently and effectively do this, is through preparation. And in my years, this preparation is only haphazardly done.
Yesterday’s comments drew fire related to Stupid Hiring Questions. Both responses centered around efficiencies in the process, to quickly eliminate unqualified candidates in the interview.
By the time I get to the face-to-face interview, I should only be dealing with the highest probability candidates. But getting to the highest probability candidates still requires hard work.
- Resume Review
- Telephone Screening
- Telephone Interview
Most managers miss the telephone screen. The telephone screen is based around five central questions related to the critical role requirements. It is based on an agreement with the candidate that this phone call has a short time commitment of five minutes or less to answer only a few basic questions. In most cases the telephone screen will last three minutes or less. It is highly efficient in qualifying candidates, allowing us to spend more time with only the best candidates.
I’d like to hear more about those 5 questions used in the telephone screening. In the past couple of years, we have moved away from conducting telephone screens. After spending significant amounts of time playing phone tag, the screens seemed to confirm the information available on the resume and was used to provide additional information about the position and the organization.
Instead, we have moved to scheduling and confirming interviews by email. We review the resumes and select those applicants with qualifications and experience most consistent with the open position. I decide on the number of interviews that I want to conduct and contact that number of applicants by email. I attach a copy of the Employment Application, Job Description, Benefit Information, Organizational Chart and a map of the area.
In the body of the email, I identify and interview date/time.
Location (office) of the postion
Full or part time
Description of the staff team – number and role of direct reports or other pertinent position
Travel requirements
Salary range
I ask for confirmation of the email.
There is a considerable time saving for me. The applicant has sufficient information to make a decision about their interest. On average, approx. 70% accept the scheduled interview. I send emails to the next group of applicants to fill the open slots.
The quality of the interview group is improved. They have already made an informed decision about their interest in the position and they are better prepared for the interview.
I feel that I’ve made better hiring decisions and will continue to improve as I refine the interview itself and develop better criteria for the positions.
I’m very interested in getting feedback from others.