Developing a screening process

When you have a pile of resumes and you start to wade through them, it is folly to think that it is a good idea to see very many candidates. There are at least three excellent reasons why I say this: 

a.     It is a grand waste of time
b.     You run the risk of liking the wrong candidates and moving in the wrong direction
c.     The questions you ask in the screening interview are different than the ones you would ask at interview. 

When it comes to interviewing, it is essential to develop a structured interview process that covers the candidates in detail. I suggest a screening process and then three face to face interviews where you get deeper and deeper into the candidate and who they really are. 

See the article “Developing an Interview Process” for more on this.   

The Four Critical Steps to Hiring

  • Establish the Profile

    Make sure that you know what talent you are trying to hire. Start from scratch and take time to define the job rather than rushing and simply rehiring the person that you are replacing.    

    The Time Edge



  • Develop the Process

    Successful hiring depends on having real choices. Write advertisements that will attract a large pool of candidates and have a process so that heavy response levels don’t stretch your resources    .

    The Time Edge

  • Grade Candidates

    You can’t afford to rush the selection process. You need to have an effective screening process and evaluate candidate skills carefully in relation to the job profile you established.

    Edge Business Essentials

  • Evaluate and Execute

    It is essential to have a robust interviewing process. You need to have candidates interviewed thoroughly and then check references and do background checks.

    The Alternative Board