Do you base short list selection on data from the past or present?Thu 25th July, 2013
How do you select a short-list of candidates from a CV or application form based on a review of past successes, past problems they resolved for another company, in a completely different time and situational setting? Each organisation will have different corporate values, goals and management style and to base your selection on historical data can be inconsistent. What matters to employers is the relevance for the job vacancy today and solutions for the future.
However, the difficulty can be heightened also when employers review CV and application forms that are exaggerated, misleading or a clear deception. The job seekers marketplace within a broad range of sectors has noticed a significant rise of fraudulent information provided on employment applications. CIFAS (UK’s Fraud Prevention Service) disturbing revelation that ‘material falsehoods’ or fraudulent information, increased by 160% in 2012.
The web advice for the candidate or interviewee has a rich resource of information on interview techniques, how to handle the difficult questions, feedback from former interviewees makes the identification of the right candidate so much harder to find.
Embracing software solutions particularly at the short listing stage of the recruitment process can save enormous time and effort when reviewing competencies and suitability.
Seven ideas on making the short listing process easier.
Identify software solutions that elevate the administrative headache of handling interested candidates. The hidden cost of time is never fully appreciated as the time to read, qualify the candidate (sometimes by telephone) and communicate with all applicants as to whether they are selected in the shortlist or not. However, quite frankly a large percentage is unable to respond to all applicants due to time constraints.
Make engaging Video Clips so you can utilise all social media.
Strengthen the employer brand. How much easier will it be to engage talent to your business when you tell them about your culture, vision and benefits of working with your company. It can also be a fantastic tool to ask questions about the introductory video within the assessment. This will help strengthen or disprove those candidates who claim that they have strong listening and communication skills.
Focus problem identification and solving.
Create assessment questions that encourages participants to identify problem and suggest a solution that is relevant to your organisational issues. An example of this would be to produce a video assessment question highlighting a current operational challenge the worker will face on a day to day basis. Alternatively, you could insert a still image that tests their observational capabilities. A good application of this question type could be for apprenticeships or vocational roles, health and safety assessments or reading technical diagrams.
Read the CV/application form after assessment, not before.
The time saving benefit on focusing on those CVs or application forms of candidates you know satisfies the essential and desirable criteria of the job. Short listing should be operated systematically rather than trying to interpret both the poorly presented and over polished CVs.
Give the hidden talent a chance.
The individual performing the short listing task is human and depending on the volume of applications may have a varying degree of consistency when reviewing candidates. Automated testing of all candidates will identify candidates you may have rejected if performed manual short listing. However, the top performing candidates has proved to you they should be considered and at least be entered in the 1st stage interview process. You never know you might have a gem on your hands.
Do not provide an e-mail address for applicants to respond to.
You will be over whelmed with responses and will lapse into reading CVs manually. Instead, utilise hyperlinks into your introductory video and assessment.
If you embrace technology and its power to qualify candidates efficiently then advertise where large volume of applicants will view you job advert. Post in the Job Centre, job boards, facebook or newsletter.
Think differently and look into the power of software advancement. Nuts and bolts it new candidate filtration system will be able to support you in all 7 suggestions.