How to Screen Out and Get the Right Candidate

Every employer wants to hire the best candidate when it comes to adding a new staff member to the team. Usually, getting someone to fill the post is not the problem. However, getting the best could be a task. As a hiring manager, you will always get a million applications.

The difficult part is screening out these applications to choose the right candidate. Before we get into the tips, here are some important factors to keep at the front of your head in the hiring process;

Clearly Define the Role 

The very first step is learning your needs and understanding your requirements. If you don’t know what are the tasks involved in the role that you might as well not get the right applications to begin with. You need to know what you want before you go out seeking it. This will set the foundation for how you create your job advertisement as well as the type of candidates you attract.

It is Okay to Say No

When you put out a job advertisement, chances are you are going to get a million applications. This may also include people you know and those who are close to you. You can’t hire all of them. And saying no to some of them may prove difficult, especially if it is your first time hiring. 

However, you need to understand the point at which you decide a candidate is not good for your business. Based on whatever qualifications you are looking for; you shouldn’t hesitate to also express yourself and what your expectations are. Don’t be in a rush and don’t waste too much time on interviews and reviewing applications. 

Prepare for the Interview

The hiring process doesn’t just require the interviewee to be prepared. You as the interviewer should also be well prepared. You know what you want so you should also know what to say and the questions to ask during the interview. Prepare your questions and be ready to shoot them when the time comes.

How to Screen Job Candidates

The good and the bad thing about any hiring process is that you will always have a dozen applications streaming in. This gives you a variety of options and increases the chances of getting exactly what you are looking for. The bad side of it is that it is a lot to review, interview, and make decisions. Here are some tips to help you out;

Reading Resumes

You need to create a system that will help you cross-check your business requirements and what is in the resume. It may help to read from back to front as most resumes are written in reverse chronological order. This will allow you to seamlessly follow the candidates throughout their career journeys.

Checking the cover letter is important too. It is an indication of how the candidate can express themselves as well as give you some insights into their communication and writing skills.

Check Social Media

This may not appear as being important at first. But with the world and most businesses moving to the digital world, the importance of social media has grown not just as a social and fun place but also even more for business purposes. There are especially some specific platforms your business might have a profile.

This includes Facebook, Twitter, and LinkedIn. Most recruiting managers are even using these platforms as their main hiring places. This is where they are finding the most suitable candidates. Checking out your candidates’ social media will give you more insight into how they are not just professionally but also as a person. 

Test their Email Interactions

Emails are probably one of the most common ways of communication within a business organization as well as other matters concerning professional settings. Whatever position you are trying to fill, they probably would be using emails more than any other form, communication. 

You want to test their writing and written communication skills. You want to see how they communicate their intentions in writing and their ability to understand what is being communicated to them. Most communications in texts and writing are easily misunderstood. You want someone who can avoid getting emotional and angry on texts. 

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