Hiring Headaches You Can Avoid: Fruitless Screening
Screening candidates is an important part of the hiring process. Determining which candidates to call in for interviews, which to keep in your talent pool and which to leave out lets you maximize the time spent on face-to-face interactions. However, there may be elements of your hiring process that are unknowingly causing you to eliminate top talent. Follow these guidelines to make sure your screening process yields the types of candidates you seek.
Write Effective Job Postings
When you write effective job postings, you gain qualified candidates. Make your postings exciting by showing why a talented person may be interested in the role. Include only the top five key responsibilities, tasks and skill requirements. Talk directly to job seekers rather than saying “the right candidate” to make it more personal and help them envision working for you. Use descriptive words in short sentences. Explain how the role helps your company achieve its mission. Share your company vision and values and top employees’ personality traits for candidates to determine whether they fit with your culture.
Use an Effective Applicant Tracking System
Implement a user-friendly applicant tracking system (ATS). Candidates want an efficient method to apply for jobs online. Hiring managers need an intuitive ATS interface that takes little effort to understand and use. ATS features should streamline candidate management. ATS integrations need to work with tools and platforms your hiring team uses to be most effective. Your ATS should provide effective recruitment metrics and reports to evaluate your hiring team’s performance.
Train the Interviewers
Make sure your interview team is properly trained. Each person needs to understand the job and be able to answer common questions about what a typical day is like, who the internal and external customers for the position are, and which milestones and metrics the new hire will be evaluated by. To ensure consistency among interviewers, you may have newer interviewers shadow experienced ones, then have them switch roles and provide feedback. Before the interview, the new interviewer meets with the experienced one to present their plan of action, including questions and follow-up questions they plan to ask, answers they anticipate and how the questions will help make a decision. The experienced interviewer provides feedback to the less experienced one. During the interview, the new interviewer leads while the experienced one listens and interjects if needed. After the interview, both write notes and rank the candidate. Both discuss feedback and tips to improve the interview process.
Improve Your Screening Process With an Experienced Finance Staffing Firm
Work with Chicago-based Marco & Associates to fill your finance staffing needs. Our technical accounting and finance backgrounds allow us to understand your unique business challenges and leverage our extensive network of professionals to provide unmatched human capital solutions. Talk with our seasoned recruiters today.