Screening and Evaluating Candidates: Best Practices
Recruiting a new hire can feel overwhelming, especially if you receive a lot of applications. Just working through a pile of resumes takes up timeāand it can be tricky to know how to screen and evaluate candidates based on a short resume and cover letter.
Here are five best practices to speed up the process and to make sure you identify the best talent.
- Remove Names, Dates of Birth, and Photos Before Evaluating Resumes
However much you might think you arenāt biased at all, itās very easy for unconscious biases to creep in when youāre going through a pile of resumes.
Perhaps, when dithering about a candidate, you put them on the ārejectā instead of āmaybeā pile because of their name, age, gender, or the color of their skin. For decades, studies have shown that white candidates receive more callbacks and interviews than nonwhite candidates.
Standard resume formats often include these details right at the top, so they form part of the first impression you get of a candidate. The best way to avoid this type of bias is to simply remove names, dates of birth, and photos from resumes before you evaluate candidates. Your recruiting firm, or someone in your office, can do this. You can then assign resumes a letter or number code to keep track of them.
- Clearly Define Your Candidate Persona
What are you looking for in an ideal candidate for the role? While youāll often need to settle for someone who doesnāt quite check every box, you do need to figure out whatās absolutely essential, whatās just ānice to haveāāand whatās a deal-breaker.
Be careful that your candidate persona doesnāt push you toward a particular gender, age, race, religion, or similar. Instead, focus on the skills and personal qualities youāre looking for, and youāll be working toward a more diverse team too. Keep that in mind by reading their cover letter.
Itās only natural to Google a candidate and sees what shows up on social mediaābut this can backfire, as it may give you lots of information that you canāt legally use when hiring.Ā
For instance, if you discover that a candidate is pregnant from an announcement on her Facebook page, you canāt factor this into your hiring decision. Unfortunately, once you know that the employee is likely to be taking some time off in the next few months, itās going to be very difficult to put that out of your mind.
This is another reason why removing names from resumes is a good idea: it means you avoid the temptation to check out candidatesā online presence.
- Use Short Telephone Interviews to Screen Candidates
Scheduling dozens of in-person interviews is likely to be much too time-consumingāand potentially expensive if youāre paying travel expenses.
Instead, telephone (or Zoom) interviews are a great way to screen potential candidates before moving on to the full interview process.
You can schedule a 20-minute telephone interview to make sure that the candidate is on the same page as you with things like salary and job roles and to ask basic questions that help assure you that itās worth moving forward with talking further.
- Run Necessary Background Checks at the Appropriate Point
However excited you are about a candidate, you shouldnāt move forward with the hiring process until background checks are complete. Depending on your system and the checks you need to run, you might be running these before or after the interview process.
Donāt be tempted to bring a new hire on board when youāre still waiting for the results of, say, a drug screen or credit check. It could prove to be a costly mistake if you have to restart the hiring process all over again.
Screening and evaluating candidates is a big part of recruitment. By streamlining your processes, and avoiding bias, you can ensure that you get the best hires possibleāwithout spending an inordinate amount of time on hiring.
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