
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.
๐๐ป๐ถ๐๐ถ๐ฎ๐น ๐ฆ๐ฐ๐ฟ๐ฒ๐ฒ๐ป๐
๐๐ฑ๐ฑ๐ญ๐ช๐ค๐ข๐ต๐ช๐ฐ๐ฏ ๐๐ฆ๐ฒ๐ถ๐ช๐ณ๐ฆ๐ฎ๐ฆ๐ฏ๐ต๐ด
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.
๐๐ฑ๐ฑ๐ญ๐ช๐ค๐ข๐ฏ๐ต ๐๐ณ๐ข๐ค๐ฌ๐ช๐ฏ๐จ ๐๐บ๐ด๐ต๐ฆ๐ฎ
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 donโt use the perfect terms. Also, some people end up applying to the system (instead of the job) by stuffing their rรฉsumรฉ with keywords.
๐๐ฒ๐ป๐ฒ๐ฟ๐ฎ๐น ๐๐๐๐ฒ๐๐๐บ๐ฒ๐ป๐
๐๐ฆฬ๐ด๐ถ๐ฎ๐ฆฬ ๐ข๐ฏ๐ฅ ๐๐ฐ๐ท๐ฆ๐ณ ๐๐ฆ๐ต๐ต๐ฆ๐ณ
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 applicantโs 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.
๐๐ฐ๐ค๐ช๐ข๐ญ ๐๐ฆ๐ฅ๐ช๐ข
Pro โ A candidateโs 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.
๐ฆ๐ธ๐ถ๐น๐น๐ ๐ง๐ฒ๐๐๐ถ๐ป๐ด
๐๐ฆ๐ฆ๐ฑ ๐๐ช๐ท๐ฆ ๐๐ฆ๐ด๐ต๐ด
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.
๐๐ข๐ช๐ฅ ๐๐ณ๐ช๐ข๐ญ๐ด
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 roleโs impact in the company.
As you grow, use feedback loops to apply better screening methods across all roles.
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