![]() I can often shorten my hiring list by another 30-50% simply by doing a quick internet search on their names in Facebook,Linked In and Twitter. ![]() 4) Filter your shortlist by screening candidates’ social media presence You will save cost, time and travel expense of interviewing a larger number of candidates. These gaps will give you another filter to reduce your candidate pool to a small short list for interviews. The answers will identify any large gaps in expectations (compensation, career mobility, relocating, approach/style). The above questions indicate a candidate’s own expectations. – Based on our job advertisement, how would your approach the first 90 days in this job? – What is the reason you are leaving (or have left) your current position? – Where do you see yourself careerwise in 5 years? – Would you be willing to move to XYZ location? ![]() – What is the range of compensation you are expecting? Questions I often use for phone filtering: A brief phonecall with several filtering questions can reduce your list down to better win/win candidates for a more detailed interview. The A list will contain candidates that fit your needs however you may not fit their needs. 3) Focus on the A list, screen further with a brief phone interview ![]() This C pile should be more than half of your total resume list. If you are harsh with spelling, grammar and standards of professionalism when skimming the resumes, you can usually cut out at least 30-50% of the candidate simmediately by using a critical eye to the documents. The C pile is your “no thanks!” candidates - they are resumes with spelling, grammar or factual mistakes, as well as resumes of candidates who do not meet the core skillsets, personality traits or unique critical requirements for the job. This B pile should be about 20-40% of the total resumes. This pile will be your backup plan if all of the “A” candidates don’t pan out (yes, sometimes all the A candidates don’t make the final cut). Maybe these resumes meet 75-80% of your candidate requirements and you will have to follow up to see if other strengths are present. The B pile is your “maybe” candidates - they fulfill some requirements or look interesting but do not stand out. This A pile should be about 10-15% of the total resumes. The A pile is your “qualified-for-sure” candidates - they meet the unique minimum requirements for the job, and on paper they theoretically should be able to do the job very well (contingent of course upon your meeting them, verifying resume facts and their personality or fit to the role). 2) Skim your resumes, separate into 3 categories: A, B and C In another situation, I required very strong “relationship building skills” because that was the most lacking strength within my department at the time.īefore going through your resumes, set up specific, unique requirements that not all candidates will possess – this will speed up your ability to narrow down your shortlist in record time. There have been several times when I was swamped with hundreds of resumes for a single job posting – how does one screen down to the best applicants without taking days and days of effort? 1) Define your most unique, critical requirements in the jobĭo you require certain unique characteristics that are essential for success in the job? I hired for one position where an ability to “make sense from chaotic data” was much more important than the core accounting skills usually required in that role.
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