One statement I've heard a lot from recruiters is that they "receive too many resumes" and are so inundated with candidates that it just bogs their whole recruiting process down. This is a problem but a good one to have (too many candidates is much better than too few).
But with any problem, the question is how can we solve it. How can you create steps in your recruiting process to easily filter and pare down the candidates you receive into a nice neat pile of qualified candidates? The answer is to start broad and move more specific throughout the recruiting and interview process. Here are a few ways you might be able to do so:
Qualifying questions in your application - Simple questions like "Are you eligible to work in the US?" or "Do you have a specific certification?" can be great ways to filter out the initial batch of candidates that are not good fits for your position.
Phone Screens - Why set up a 30 minute interview with a candidate just off of their resume? Instead have a 5-10 minute phone screen with a possible candidate. You can usually tell within the first few minutes if the candidate is viable and worth having an interview with. Save managers time and avoid bad interviews with a quick phone screen.
Task Based Interviews - This is something that we've utilized a lot when we are hiring as a start-up company. After we screen candidates, we ask them to complete a task that will show them us their skills in a particular area. For marketing interns, we value their ability to write and developing convincing arguments, so we have them write a mock blog article for this blog. For Account Managers, we have them create a client-facing presentations to see their presentation skills in action.
Identify the skills you covet in your position and find a way to test candidates for these skills in a real world situation.
Keep in touch with the good ones - One of the best things you can do is to not only hire your top candidate but also keep in touch with the great candidates you've spoken to but didn't get the job. These candidates are ones that you need to keep in your Talent Network / Recruiting CRM and contact when future opportunities become available in your company. As it makes it much easier to fill the newly opened position.
These are just a few ways that you could create filters in your recruitment marketing process. The key is to find what works for your organization and replicate it. Make it easy to filter through these candidates by setting up a recruiting process around giving top candidates an opportunity to rise to the top.
Originally posted on the SmashFly Recruitment Marketing Blog.
About the Author: Chris is the Marketing Analyst for SmashFly Technologies, the creators of the first Recruitment Marketing Platform which enables companies to easily distribute and most importantly measure the performance of their job ads. The platform also provides Recruitment CRM, Mobile Recruiting, Resume Sourcing, Web Commercials and Social Recruiting functions