When looking for candidates to join your team it’s important to remember what exactly you’re looking for. You want someone who fits in with your existing team members – but they also need to have those skills required to successfully fill the position you are recruiting for.
Shortlisting candidates can be quite a lengthy process… if you don’t know how to sift through all of those applicant CV’s effectively and quickly. Follow these five easy steps to ensure you can effectively shortlist your list of applicants during candidate selection.
Write down those essential skills that are non-negotiable for you. If these skills aren’t on their CV, decline them – but let them know why they’ve been declined. Why do you need to let them know? Well, you may just find they have the skills you’re looking for, but haven’t added them to their CV!
These skills are those you’d like the candidate to have, but it’s not necessarily a deal-breaker if they don’t have them. Make a list of all the desirable skills you’d like your candidate to have and, if you still have a large number of CV’s to narrow down after looking for non-negotiable skills, use your desirable skills to narrow down those CV’s a bit more.
Recruiting for a sales role?
If you’re recruiting for a sales role, set up a dedicated number where they can call and leave their details. The secret here is to add a voice message, asking them to give you their details as well as three reasons why you should interview them (or why they should have the job).
Have a list of questions you’d like to ask whilst you have them on the telephone. These can include questions like “what are you looking for in a new position?” or “can you tell me what you know about the company?” This type of question will show you how interested they are in your position and if they’ve done some homework prior to applying.
Arrange telephone interviews
It’s also a good idea to arrange a telephone interview with candidates – and don’t pre-book these calls! By calling them off the cuff you’ll catch them off guard and hear how they naturally answer the phone – and if they suddenly change their voice and tone once they realise who they’re talking to!
You’re looking to hear how they are on the phone – as well as if they actually answer it! You’re listening for much more than politeness… you want to hear their delight, to know that they’re smiling on the other end of the phone and hear the energy and vitality they have when on the phone.
What shortlisting tips do you use when recruiting? If you’re looking to start recruiting staff for the first time, which of these tips is the most useful for you? Why not share your thoughts and experiences in the comments section below.
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