Hiring Strategies: The Art of Filtering Applicants: Finding the Diamonds in the Rough

In today’s job market, it’s not uncommon for a single job posting to attract hundreds of applicants. While having a large pool of candidates can be beneficial, it also presents a challenge: how do you efficiently filter through all these applications to find the best candidates?

Let’s explore some effective strategies for separating the wheat from the chaff in your applicant pool.

Grade Resumes Effectively

Resumes are still a crucial part of the application process. When reviewing them:

• Check for easy readability and a logical flow of information
• Look for typos and grammatical errors
• Ensure the candidate’s experience matches the job requirements
• Pay attention to the progression of their career

Don’t be swayed by an overwhelming list of skills. Focus on those most relevant to the position you’re filling.

Conduct an Internet Search

In today’s digital age, an internet search can provide valuable additional information about candidates. However, use this tool judiciously:

• Look for professional profiles on sites like LinkedIn
• Be cautious about personal social media accounts, as they may not reflect professional behavior
• Consider any online portfolios or work samples if relevant to the position

Remember, the goal is to gain additional professional insights, not to invade privacy.

Implement Initial Phone or ChatBot Interviews

Phone and ChatBot interviews are an excellent way to quickly assess candidates before inviting them for video or in-person interviews. During these calls:

• Prepare a set of standard questions to ask all candidates
• Look for signs of poor communication, such as frequent use of filler words or inability to articulate thoughts clearly
• Gauge the candidate’s enthusiasm for the role and company
• Provide an overview of the position and allow the candidate to ask questions

This step can save significant time by filtering out candidates who aren’t a good fit before investing in a full interview.

Use Applicant Tracking Systems (ATS) Wisely

Many companies use ATS to help filter applications, but be cautious not to over-rely on these tools:

• Set realistic keyword requirements that don’t exclude potentially good candidates
• Regularly review your ATS settings to ensure they align with current job requirements
• Always have a human review applications that make it through the ATS filter

Remember, the goal of filtering applicants is not just to reduce numbers, but to identify the most promising candidates efficiently.

By implementing these strategies, you can streamline your hiring process and increase your chances of finding those diamonds in the rough – the candidates who will truly shine in your organization.

Join me next week for “Mastering the Interview Process: Part 1 – Setting the Stage”.

Be Audit-Secure!

Lisa Smith, SPHR, SCP