Pre-screen Questions Should Be Part of Your Hiring Process | #hrmanagement #hrexecutive

Hiring a workforce can be stressful and overwhelming for many business owners. You want to find all the best possible candidates and learn as much about them as possible to hire the right person the first time around. 

Recruitment can also have high risks and costs. When done right, it can get you the best people to make your business thrive. Otherwise, you are setting yourself up for high attrition rates, time-consuming interviews with unsuitable candidates, and longer turnaround times for the services you deliver. To avoid these consequences, you can follow some simple steps to streamline your recruitment process and get the best people.

1. Nail the Description

A clear job description is critical to attracting the right talent. Outline responsibilities, even the ones you think people will be less excited about doing. This will help avoid a high turnover rate as it gives a realistic depiction of the job. 

Include all necessary job experience a candidate needs to have firsthand. Be clear about compensation, so you don’t end up getting to the end of the process with the perfect candidate, only to realize there’s a misunderstanding of salary, benefits, and other compensations. 

Specify any certifications, skills, and software knowledge, including the level of understanding on particular topics the candidate will need. This will help weed out those without the necessary technical skills. Good keywords in the description will also help the suitable applicants find your listing, so be sure to vividly describe the job post and make it as specific as possible. 

2. Express Your Brand

Incorporate strong business branding to convey what your company does, its values, and its mission. Your business’s identity should align with the values of the candidates you consider. Building brand awareness helps with the hiring process by helping you attract the right kind of candidate for your company.

When you’re hiring, be sure to mention what your culture is like from the beginning. It will be an instant turning point for many candidates in deciding whether they want to work with you or not. 

In addition to other benefits, a strong brand will attract solid and qualified applicants and prevent mismatches. If you’re not sure how your brand measures up currently, consider a reputation management service to help you figure out where you are currently and how you can grow.  

3. Include Pre-Screen Questions in the Application

Most job applications require a resume and cover letter. You can learn a lot from those, but adding specific pre-screen questions can further narrow down applicants. This will help you evaluate specific skills you need in a candidate by catering specific questions to analyze skills such as problem-solving, writing, creativity, and more. 

Pre-screening questions can also help highlight the most enthusiastic applicants. People who do not care as much are less likely to take time and effort to answer the questions.

There are plenty of pre-screening questions you can ask to make the best candidates rise from the crowd. Also, ask about the challenges they faced in previous jobs and how they tried to solve them. This is an opportunity to let them tell you about their personal development goals and so on. 

4. Do Your Research

Qualified, enthusiastic applicants will be researching your company. You should be researching them as well. Contact their references and ask specific questions that pertain to the role they will have with your company. 

Looking into their online reputation can reveal a lot. You can also find their past work history to check whether everything lines up appropriately. Background checks are crucial as they will save you time from interviewing people that do not fit the job or your culture.   

A bit of research on their social media presence can also showcase how they view life and work. Many people post very expressive content on social media. Even though social media is not always 100 percent reliable in representing people’s genuine personality and traits, it can still help you get to know candidates a little bit faster, so maximize this benefit. 

5. Trust Your Gut

This new hire will not only be performing a function but also joining your team. They are a part of your capital and should be an asset to your company. 

Ideally, you want them to be someone you get along with and a fit for your company culture. If you are unsure about an applicant, ask further questions. Give candidates time to express their intentions and see how you felt about it.

At the end of the day, go with your gut. It’s your business, and you know what’s best.  

Get the Best People on Your Team

Your workforce is a significant contributor to your business’s progress, so invest in the right people. Streamline your hiring process and focus on the most important parts: Can they do the job? Are your values aligned? Do they fit the company culture? 

Hire smart and fast to save you from strenuous recruitment issues. This will ultimately save you time and money. Allow your business to grow further with people who care for it. 

Photo by Sora Shimazaki from Pexels