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How a hurdle can help you with your candidate selection!

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In last week’s blog post I gave you some tips on how to start shortlisting your candidates (if you haven’t seen it, you can read it here).

I thought I’d continue with the shortlisting tips this week – by letting you in on a secret follow-up tip. This tip will really help you to shortlist those candidates you have left and it’s really easy to for you to do… just add a hurdle or two to your interview process.

candidate hurdlesIf you’re considering the idea of progressing a candidate to the next stage of interview, ask them to do something for you. This serves several purposes:

  • It shows you how interested they really are in your company’s position – or if they’re just interested in any job they’ve applied for.
  • It shows how keen they are – and how quickly they can complete a given task.
  • It shows you how good their listening skills are – do they accurately follow instructions and do they take down your contact details correctly?
  • It also shows you if they can meet deadlines –if they give you an excuse for not meeting the end date; or if they even reply!
  • It will also show you how well they perform – whether they check their work for spelling mistakes etc.

It’s really easy to set up a candidate hurdle, as the task you give them doesn’t have to be a difficult one. Typical candidate hurdles can be:

  • Filing out an application form and emailing it back to you.
  • Completing an online test.
  • Answer some questions you’ve emailed over to them.
  • Call you back with answers or further information, at a dedicated day and time.candidate hurdle
  • Compile a summary text on what skills and traits they can provide/why they should be the successful candidate.

After you’ve created a shortlist of candidates from your initial pass-through, creating a candidate hurdle is a great way of further shortlisting the remaining possibilities. Setting one hurdle for them to cross will not only show you how serious they are about applying, but it can also demonstrate they have a skill that you require for the position you’re looking to fill.

If you currently set hurdles for your candidates to cross, what type of hurdles do you use? If you haven’t thought of using hurdles, what one do you think you’re going to start using? I’d love to hear your thoughts and opinions on candidate hurdles, so why not share them in the comment box below.

Images courtesy of iosphere/FreeDigitalPhotos.net

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