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  • Writer's pictureBenjamin

๐—ฅ๐—ฒ๐—ฐ๐—ฟ๐˜‚๐—ถ๐˜๐—ถ๐—ป๐—ด - ๐—ฆ๐—ฐ๐—ฟ๐—ฒ๐—ฒ๐—ป๐—ถ๐—ป๐—ด ๐—˜๐—ฎ๐—ฟ๐—น๐˜†

Updated: Dec 2, 2021

Even in today's tight job market, you may be flooded by inquiries after posting an open position. You want to quickly focus your search without being so rigorous you potentially lose a strong candidate.

Let's review your options with the pros and cons for each.

๐—œ๐—ป๐—ถ๐˜๐—ถ๐—ฎ๐—น ๐—ฆ๐—ฐ๐—ฟ๐—ฒ๐—ฒ๐—ป๐˜€

๐˜ˆ๐˜ฑ๐˜ฑ๐˜ญ๐˜ช๐˜ค๐˜ข๐˜ต๐˜ช๐˜ฐ๐˜ฏ ๐˜™๐˜ฆ๐˜ฒ๐˜ถ๐˜ช๐˜ณ๐˜ฆ๐˜ฎ๐˜ฆ๐˜ฏ๐˜ต๐˜ด

Pro โ€“ By asking to use a very specific subject line, include a simple code word, or answer a couple questions, you eliminate many casual candidates early.

Con โ€“ However, you run the risk of deterring the passive job searcher who may become a great contributor on your team.

๐˜ˆ๐˜ฑ๐˜ฑ๐˜ญ๐˜ช๐˜ค๐˜ข๐˜ฏ๐˜ต ๐˜›๐˜ณ๐˜ข๐˜ค๐˜ฌ๐˜ช๐˜ฏ๐˜จ ๐˜š๐˜บ๐˜ด๐˜ต๐˜ฆ๐˜ฎ

Pro โ€“ These software solutions automatically search rรฉsumรฉs to find the best candidate on your behalf, probably saving you a ton of time.

Con โ€“ The systems can be expensive and you may lose out on strong candidates who donโ€™t use the perfect terms. Also, some people end up applying to the system (instead of the job) by stuffing their rรฉsumรฉ with keywords.

๐—š๐—ฒ๐—ป๐—ฒ๐—ฟ๐—ฎ๐—น ๐—”๐˜€๐˜€๐—ฒ๐˜€๐˜€๐—บ๐—ฒ๐—ป๐˜

๐˜™๐˜ฆฬ๐˜ด๐˜ถ๐˜ฎ๐˜ฆฬ ๐˜ข๐˜ฏ๐˜ฅ ๐˜Š๐˜ฐ๐˜ท๐˜ฆ๐˜ณ ๐˜“๐˜ฆ๐˜ต๐˜ต๐˜ฆ๐˜ณ

Pro โ€“ In addition to background, skills, and credentials, you can review them for accuracy, communication, and presentation. For roles requiring organizing and formatting ideas, the rรฉsumรฉ and cover letter offer a first look at the applicantโ€™s skills.

Con โ€“ If writing is not critical for the position, then weak rรฉsumรฉ and cover letter may not reflect the candidate's true value. These documents may not demonstrate the potential and motivation a candidate will bring and also may cause unconscious hiring bias.

๐˜š๐˜ฐ๐˜ค๐˜ช๐˜ข๐˜ญ ๐˜”๐˜ฆ๐˜ฅ๐˜ช๐˜ข

Pro โ€“ A candidateโ€™s professional social media can indicate their insights, competence, and recent accomplishments.

Con โ€“ Social media, especially personal, may not correlate to how they operate in the workplace and also may introduce hiring bias.

๐—ฆ๐—ธ๐—ถ๐—น๐—น๐˜€ ๐—ง๐—ฒ๐˜€๐˜๐—ถ๐—ป๐—ด

๐˜‹๐˜ฆ๐˜ฆ๐˜ฑ ๐˜‹๐˜ช๐˜ท๐˜ฆ ๐˜›๐˜ฆ๐˜ด๐˜ต๐˜ด

Pro โ€“ A verified test offers an objective measure of skill for some roles (e.g. testing a Developer on a specific programming language).

Cons โ€“ You cannot test for all roles (e.g. creativity in a Designer). You must ensure all testing is job-related. Also, the tests may be expensive to administer.

๐˜—๐˜ข๐˜ช๐˜ฅ ๐˜›๐˜ณ๐˜ช๐˜ข๐˜ญ๐˜ด

Pro โ€“ Before hiring someone full-time, you may decide to pay for a project or temporarily as a consultant. This allows both sides a low-risk way to evaluate working together.

Cons โ€“ The timing has to work mutually. Often the startup needs someone immediately and the candidate wants to commit fully.

Your investment in screening should depend on the roleโ€™s impact in the company.

As you grow, use feedback loops to apply better screening methods across all roles.

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