4.2.1.3. Selection
After recruitment, the next crucial step is selecting the most qualified candidate for the job. During busy seasons, it can be tempting to hire subpar candidates, but this often leads to more work for everyone in the long run. Hiring decisions are among the most important choices a manager or business owner can make. The expenses associated with hiring, training, and potentially dismissing or transferring an employee are too significant to risk making mistakes in the process. (Hudson & Booth, 2021)
Screening the Resumés
The goal of resumé screening is to identify the most qualified candidates for interviews, avoiding unnecessary interviews with unsuitable applicants. Until the interview stage, the resumé is typically your main source of information about a candidate’s abilities and skills, unless the candidate is recommended or known to you.
Steps for Efficient Screening
Make a Checklist and Compare Resumés
- Create a checklist of “must-have” and “nice-to-have” skills and qualifications based on the job description.
- Review each resumé for these criteria, eliminating those that don’t meet the minimum requirements.
- Avoid altering the must-have list to fit applicants’ backgrounds; this ensures the position’s integrity.
Categorize Each Applicant
- Sort resumés into “yes,” “maybe,” and “no” piles:
- Yes: Has all must-have and most nice-to-have skills.
- Maybe: Has all must-have and some nice-to-have skills.
- No: Lacks must-have skills.
- Flag resumés with frequent job changes, employment gaps, lateral moves, missing dates, errors, vague duties, or over-inflated roles for further scrutiny during interviews.
Select Candidates for Interviews
- Start with candidates from the “yes” pile. If no suitable candidate is found, move to the “maybe” pile.
- Re-advertise the position if necessary.
Communicate with Applicants
- Decide whether to communicate with all applicants or only those selected for interviews.
- Keep “maybe” candidates informed but non-committal to keep them engaged if needed later.
- Update applicants on the hiring process and expected timelines to maintain professionalism and reduce follow-up inquiries. Send emails thanking them for their application and outlining the next steps.
