Best Practices for Screening Candidates
By Inger Larsen,
Managing Director,
Larsen Globalisation,
London, UK
http://www.larseng11n.com
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Only
one thing is certain about the procedure of screening and
interviewing candidates: the huge variation in processes.
But, through the years there is one that we have found
to be fair, thorough (while being fairly quick), involves
the right people, and (most importantly) the end decision
will be one that both the company and the new hire are highly
likely to be happy with.
What
follows are our best practices for screening candidates.
1. Define the interview process.
Who will give input, who will be involved in the interviews, where will they be, and what are the criteria for selecting a successful candidate?
2. Develop good job and person specification.
This has the advantage that everyone knows what this person will be doing and key people in the company can give their input - with the added bonus that this can also be used for assessing performance in the future. For the person specification, are you looking for leaders or followers, someone who is inspired or inspiring?
3. Create a set list of interview questions.
Be fair on the candidates and don't leave important questions to chance. Get input from colleagues as well.
Here
is a list of commonly used, generic questions: http://www.larseng11n.com/Larsen/resources.asp?id=2
4. Conduct a first round interview.
Do a first-round interview with the hiring manager (or HR representative or consultant) to shortlist who will move on to the next step.
5.
Include verbal and numerical reasoning tests and consider
other psychometric
tests.
These
are quick, inexpensive, and can be done online. Unsuitable
candidates can be objectively and consistently screened
out earlier in the recruitment process. You may also want
to include other psychometric tests, for instance an online
Occupational Personality test. These will help you to identify
for instance natural sales people or strong finishers.
Here
is a list of commonly used online tests, available in many
languages: http://www.larseng11n.com/Larsen/psychometric-assessment.asp
6.
Invite successful candidates back for a second interview.
Make
sure that the right people are involved: the hiring manager
if they have not been involved before, typically at least
one senior manager, and one or more peers.
This
doesn't just add to the comfort-factor and a democratic
selection method, it also means that the people who have
given their thumbs up for the candidate will be supportive
of him and her in the future (as it is in human nature that
none of us likes to be wrong). This
is a great opportunity to discuss the result of the online
tests, and also any relevant, work-related tests.
7.
Make your informed choice!
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