Last month we looked at how you attract the very best candidates to apply for your roles. This month we’ll be covering Shortlisting, Interviews and Onboarding.
This week it’s all about what to do with all the applications that you have received.
The first thing to say is that you should reply to each application, even if it’s just a standard email that you send to all unsuccessful applicants. Just because they aren’t a fit for you now, they may well be in the future. So make sure you give them a positive experience of your company.
Now to shortlisting; the best way to ensure that you treating all applicants equally is to have a scoring matrix based on the essential and desirable knowledge, skills and experience that are listed on your fantastic JD.
You can essentially tick the boxes where the relevant knowledge, skills or experience is evidenced and at a glance (or pivot table, if you are so inclined), see who matches your criteria, rather than assuming a degree of knowledge or basing your decision on your gut – just in case your selection process should ever be queried.
I would suggest that you start off telephone interviewing your top scoring 4-6 candidates.
The aim of a telephone interview is to form a rapport, check some basic information, ensure that the individual is truly interested in the role and that your salary matches their expectations. The conversation should last no more than 30 minutes.
The telephone interview should include the following:
· Your name and role within the organisation
· An overview of the company
· An overview of the role and the expectations
· Find out what interests them about the role
· Confirm their current employment status
· Check their salary expectations
· Check if they are interviewing with any other organisations
Then, either arrange a face to face interview or let them know when you’ll let them know if they will be invited for an interview.
Let us know how our shortlist plan works for you.
Next week, we will be covering face to face interviews and assessments.