Even though the general job market is showing clear signs of improvement, advertised positions are still attracting huge numbers of applicants. Most are suitable but some people will apply for literally anything they see.
There is something to be said for the ‘scattergun approach’ in that if you throw enough at the wall, eventually something will stick but the issue for employers is how to separate the proverbial wheat from the chaff.
There is something to be said for the ‘scattergun approach’ in that if you throw enough at the wall, eventually something will stick but the issue for employers is how to separate the proverbial wheat from the chaff.
It’ll be obvious which ‘candidates’ you can dismiss immediately but how do you narrow the pile of CVs down to a manageable number who you’d be happy to interview face-to-face?
The answer is becoming a lost art and we know that most correspondence these days is done via email or social media but we think phone interviews are the best way to whittle down your applicants. Here’s how to do it –
Keep it short – No-one wants to spend hours on the phone. You don’t have the time and nor do they and you can pre-select the questions that will elicit the answers you’re looking for. If you don’t like what you hear, move on.
Preparation is the key – Know who you’re talking to before you pick the phone up. Have their CV to hand and try and limit yourself to 10-15 minutes per call. You will get enough out of the candidate in that time to determine whether you want them to come in and interview properly.
Location, location, location…. – Whatever you do, don’t conduct your phone interviews in Starbucks on your mobile or in the car on the way to a meeting. It’s unprofessional and the last thing either of you wants is endless recalling and having to go outside where the signal is stronger. Do it in your office where can’t/won’t be disturbed and you can focus on the job at hand.
What do you really want to know? – The questions you ask are as important as the responses you hope to get so closed questions requiring a ‘yes or no’ answer are no good to anyone. The interview isn’t about you. Give the candidate an opportunity to talk about what they can bring to the role and the business. You may be surprised…
You’re a professional, act like it, always – Take notes, even if you don’t think the candidate is suitable for this particular role, they may be for something else. Again, if you’re not going to offer a face-to-face interview, end the chat positively and friendly. You are representing your business and the last thing you want is a social media meltdown with disgruntled interviewees telling the world what they think of you.
Lastly, follow-up with them regardless of the outcome. If they’re not suitable, tell them and if they are, interview them. It’s the least they deserve. It’s a hard enough market out there without you making it harder!
How do you get a long list down to a short list? Let us know.
lock. Use this to provide text...
http://assetresourcing.com/
The answer is becoming a lost art and we know that most correspondence these days is done via email or social media but we think phone interviews are the best way to whittle down your applicants. Here’s how to do it –
Keep it short – No-one wants to spend hours on the phone. You don’t have the time and nor do they and you can pre-select the questions that will elicit the answers you’re looking for. If you don’t like what you hear, move on.
Preparation is the key – Know who you’re talking to before you pick the phone up. Have their CV to hand and try and limit yourself to 10-15 minutes per call. You will get enough out of the candidate in that time to determine whether you want them to come in and interview properly.
Location, location, location…. – Whatever you do, don’t conduct your phone interviews in Starbucks on your mobile or in the car on the way to a meeting. It’s unprofessional and the last thing either of you wants is endless recalling and having to go outside where the signal is stronger. Do it in your office where can’t/won’t be disturbed and you can focus on the job at hand.
What do you really want to know? – The questions you ask are as important as the responses you hope to get so closed questions requiring a ‘yes or no’ answer are no good to anyone. The interview isn’t about you. Give the candidate an opportunity to talk about what they can bring to the role and the business. You may be surprised…
You’re a professional, act like it, always – Take notes, even if you don’t think the candidate is suitable for this particular role, they may be for something else. Again, if you’re not going to offer a face-to-face interview, end the chat positively and friendly. You are representing your business and the last thing you want is a social media meltdown with disgruntled interviewees telling the world what they think of you.
Lastly, follow-up with them regardless of the outcome. If they’re not suitable, tell them and if they are, interview them. It’s the least they deserve. It’s a hard enough market out there without you making it harder!
How do you get a long list down to a short list? Let us know.
lock. Use this to provide text...
http://assetresourcing.com/