downloadRichardson: Choosing the best candidates to interview

Let’s pretend for a moment that you have a vacancy in your organization.

You have been given permission to recruit a new employee. You edit the job description, if necessary, from the last time you recruited and post the position. Perhaps it’s an internal posting only, or you may be recruiting externally, as well.

Depending on the organization, there is probably an application that must be completed (and, in many situations today, that application is online). Sometimes a résumé is required.

Then you wait.

Depending on the job, you may receive dozens of applications or perhaps less than ten. How does your organization determine how many of these candidates to interview? And how do you decide which ones to interview?

If there are, for example, 87 applicants, the organization needs a way to reduce the applicant pool to a more manageable number.

Organizations take different approaches. Many organizations today use software programs to screen the applications and/or résumés of candidates. Yes, they are screening for certain words. If your résumé does not contain certain language, you are eliminated from consideration.

For example, if the position you are recruiting for is a computer programmer, it would be reasonable to assume that programming skills might be necessary for you to be considered. The software program will search for that word and, if it finds it, the application stays in contention, but if not, it is excluded. This is just a way to streamline the process without human involvement.


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