Julia Weeks
The idea of simplifying the candidate search is nothing new. It is something that has been discussed and attempted for many years. After all, as a manager, your plate is already full with so many tasks and requirements. Making time for the candidate search can seem like another time consuming item added to the top of your already loaded plate. However, you will be relieved to know that there are several simple ways you can simplify your candidate search today.
1. Enlist help to weed through resumes
When you first begin your candidate search, one of the initial things you typically do is post an ad. Once this is done, the mass exodus of applicants begins. You know what I’m referring to – the constant flow of applications and resumes into your inbox, day and night. There have been times when I have received over 100+ resumes or applications a day for one position. It is impossible for one person to view each resume when faced with this type of volume.
If you are faced with large numbers of resumes to weed through, think about enlisting help from your staff. Select a couple of team members, training them on how to scan resumes and what to look for. They will set aside only the qualified applicants for you to review.
At that point, you can weed through the short list that made it past your team’s initial screen. You will be surprised at how much time this will save you, making the process much less time consuming and more efficient.
You can also implement a similar strategy when surfing the job boards and social media sites for candidates. Provide your team members keywords to search for and have them provide you a short list of candidates to reach out to, or have them do the initial phone call or email to check for interest.
2. Implement one-way video interviews
Once you have your short list of candidates to consider, it is a great idea to consider implementing a one-way video interview.
A one-way video interview can save you a lot of time. Rather than taking time out of your busy schedule in order to call and speak with each individual candidate, you can have them respond to your questions via video. Once the candidate submits their answers, you will be able to review and make decisions on who you would like to move forward in the interview process with a face-to-face interview or a live video interview.
The one-way video interview can be played multiple times and will capture a candidate’s attitude and personality more than a simple phone call.
3. Make the time
This one may sound impossible, considering your congested schedule, but it is important to set aside time each day specifically for your candidate search. I do not mean hours and hours of time. I’m simply referring to scheduling one hour each day, solely devoted to your candidate search. Close your office door, put your phone on silent, disable your incoming emails, and concentrate on your candidate search.
By devoting an hour each day to the search, you will find that you are able to stay ahead of the game somewhat by not dropping the search completely.
How do you simplify your candidate search? Please share your ideas below.
Image: Nyul/BigStock.com
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