How Does Your Hiring Process Compare?

employee screening, employee background checkMost employers have a typical hiring process of advertising a position, weeding out applications, conducting interviews and hiring the best-fit candidate. However, there are extra steps in the process that you may be overlooking that could help your company hire better-quality employees, and even reduce your turnover.

Screening applicant resumes: While the number of applicants for a given position may affect resume review, there are some standard procedures you can implement to help make the best choice:

  • First, make a list of your must-have and can-live-without qualities for your new hire. Is following the instructions for applying for the position absolutely critical? If you asked for a cover letter and an otherwise-standout resume is missing it, will it be tossed?
  • Next, to avoid reading every word on every resume, determine what keywords best describe the employee you need to hire, and then scan resumes for those words.
  • Be sure to apply the same parameters and requirements to every applicant.

Start conducting phone interviews: The purpose of a phone interview is to be certain a candidate understands the job description and requirements, and that the salary range aligns with their expectations. If it’s not a good fit for either side, going further is a waste of time.

Phone interviews are also a good way to determine if the candidate has the communication skills necessary for the position. If they’re applying for a customer service job, but cannot establish a good rapport over the phone, they will probably not be successful.

First-round interviews are typically the next step, for applicants who pass the initial screening and do well on the phone interview. Expect to spend 45 minutes to an hour with each candidate; if the interview is not going well and needs to be cut short, you may have a problem with your process up to this point. If the candidate is not a good fit or not qualified for the job, the resume screening and phone interview should have revealed this.

Follow up after the interview: Be polite—it can pay off! The frustration of job seekers can be exacerbated when they don’t hear anything after an interview. It’s just as important to make a good impression on potential employees as it is for them to make a good impression on you. Once you’ve eliminated a candidate from contention sure to send a brief email thanking him or her for their time and informing them that another candidate was selected.

Why is this so important? You never know what can happen, whether your first choice candidate declines the job offer, or you decide you’ve made a hiring mistake a month in. Plus, it’s all about your company’s brand—do you want to be known as a professional and polite firm or the onethat leaves people hanging? Developing good relationships with everyone who comes in contact with your company is a great way to spread goodwill.

Make the decision: When it’s time to choose the applicant who will join your company as an employee, look for enthusiasm and culture fit. If a candidate has the same basic skills as four other applicants, but is pumped up about coming to work and excelling, you probably have a winner. Before making the hire offer, be sure to conduct a pre-employment screening to ensure that the candidate’s credit and criminal history are clean. Keep your other employees and your company safe from potential harm with pre-employment background checks.

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