5 Ways to narrow down the candidate pool to make an appropriate hire

When recruiting, getting a lot of candidates isn’t forever a good thing. Some job seekers just draft resumes off for positions they’re not fully qualified for and desire for the best. The recruiting firms then have to go through them all to discover the handful that has what it demands to do the job. In an ideal world, professionals with the appropriate background would be the sole ones who would apply. While that can seem like enthusiastic thinking, there are a few measures you can take to draw talented candidates with just the right talents and experience and quickly and efficiently find the most suitable one for the job.

Start with a fair job description

Writing clear and brief job descriptions is the safest way to discourage unqualified candidates from applying. Short, obscure job postings leave enough up to interpretation and can readily lead the wrong applicant to consider they’re appropriate for the job. Be transparent about the particular skills, years of experience, and learning you require in your future employee. And past that, draft the long-term goals you need the hire to fulfill. This method will not only deter people who don’t have the right qualifications from applying. It will further make professionals who are suited to think long and hard about the challenges the position presents.

Phone screen before in-person discussions

In-person conversations are a huge task for both the candidate and the hiring firms so the recruiters need to do a little work upfront before inviting someone to come in. You can ask the recruiting agencies to perform this task on behalf of you as they have highly skilled manpower in carrying out the upfront work so that the organization is placed with cream in front of them. A phone screening is something like taking a half-hour with a candidate about their skills and industry experience. Run through the details on the job description and request the candidate to describe how their training aligns with each one. Talking with the applicant on the phone will also enable you to learn about their character and passion for the role. If they seem adequate and excited about the position, ask them to come in for a formal process.

Incorporate questions on the online application

The appropriate hiring software will permit you to formulate custom online forms to post on your firm’s website. You can also add different types of questions on the form that help you efficiently drain out unsuitable applicants. For instance, you can simply ask the yes or no questions like Do you have the knowledge of certain software? or Do you have a certain certificate or skill? and eliminate candidates from competition who aren’t qualified. Plus, you can incorporate open-ended inquiries that give you deeper penetration into the applicant’s thought process and reason for joining. Assume these as mini cover reports where you can determine what the candidate writes about.

Inquire about salary wants early on

Even if you find exceptional talent, you won’t be able to recruit them if they desire to be paid more than your firm can afford. You can dodge wasting their time and yours by discussing salary expectations early on. You can steer clear of hard conversations altogether by incorporating the salary range on the job specification. Candidates will know not to apply if they require to be paid more. If your firm isn’t comfortable including salary features on the job description, you can ask about the coveted compensation as an application inquiry. If that won’t fly, then it should surely be discussed during the phone interview. Whatever your way, it’s essential to discuss the salary sooner than later.

Conduct smart interviews

By the moment you reach the interview scene, you will have narrowed down your candidate pool to a few notable candidates. Choosing the best one could be the most difficult part of the entire hiring process. It’s necessary to take a smart way to interviews and make certain you take benefit of the opportunity to meet applicants face-to-face. Gather an interview team of people who can evaluate interviewees from every angle, you can even take the help of recruitment firms as they are quite expert in this task. Walk them through the role requirements before they go into the room and contemplate giving them a rubric to complete afterward. This path will ensure they assess candidates on measures important to the role and don’t get caught up on minor aspects.