Recruiting Right Part 4: Finding Diamonds
Four Important Things to Think About When Assessing Applicants
So far in this series we’ve taken a look at whether recruiting is the best option, how to write a job advertisement, and where to place it. Now, applications have started pouring in and you’ve got to sort through a pile of prospects to find the diamonds in the rough.
Here are some easy ways to whittle down your options to ensure only the best applicants get called in.
1/ Have They Addressed The Selection Criteria?
Before even inviting someone to an interview make sure they’ve addressed the selection criteria. It might sound ruthless but you don’t want to spend time interviewing people who don’t fully fit the bill on paper.
Often, people send their resumes to a broad range of employers which means they may not have directly addressed your specific criteria. If someone hasn’t bothered doing this then you probably shouldn’t bother calling them in for an interview.
You can also reject applicants that don’t fulfil mandatory criteria such as having a valid Working With Children Check or a particular licence or qualification.
2/ What are the best interview questions?
Ask a good mix of relevant technical and behavioural questions. It’s important to keep in mind the purpose of interviews, which is to assess if applicants can fulfil the technical requirements of the role but also whether they will fit well within the culture of your workplace.
Technical questions help determine a person’s ability to meet the operational aspects of a position, while behavioural questions indicate how applicants react to particular situations.
3/ What are the best referee questions?
We all know that an applicant’s current or recent manager is the best contact for reference checks. We also know, however, that most referees will be positive in their comments.
To get the best answers, ask for examples of an applicant’s work in different situations. Also listen out for what the referee does not say. For example, if they seem to be focusing on particular skills, ask further questions to investigate the applicant’s proficiency in other integral areas.
4/ Google it!
Doing a simple Google search can help you access public information about applicants. You can also view their LinkedIn profile as another source to double check their qualifications and resume.
Coming up in the Spring Bulletin: Making the offer. Can’t wait for the next instalment? Click here to access our complete recruitment guide to get you started right away!