Evaluate Applicants & Make the Final Decision
In this lesson, you’re expected to learn about techniques HR uses to interview and evaluate prospective applicants, and finally select the right candidate.
Significant changes in technology over the past decade are having a profound impact on recruiting strategies, with staffing professionals increasingly using social networking sites (like LinkedIn) to source, contact and screen both active and passive job candidates.
Use of Social Media
Online technologies are increasingly bringing once private information to the public sphere. If you type a person’s name into an online search engine such as Google, you might pull up a video from YouTube, a profile on Facebook, photos and other pieces of information that are akin to an individual’s social “resume”.
A survey conducted by the Society for Human Resource Management (SHRM) in 2016, Using Social Media for Talent Acquisition—Recruitment and Screening, found that 84% of organizations are using social media for recruiting, and that 43% are using it to screen applicants
Once the position description has been completed, the position can then be posted. Every effort should be made to ensure the accuracy of the job description. It may not be possible to change elements of a position once posted as it may impact the applicant pool.
Talent Sourcing and Outreach
In order to identify the widest applicant pool, sourcing and outreach activities should be engaged. Candidate sourcing is an activity that can be conducted during this phase in the recruitment process. This is typically done using social media and networking channels.
Monitoring / Updating Recruitment Plan
Continuous monitoring of recruitment activity and recruitment plan effectiveness is critical to a successful search.
Once the position has been posted, candidates can complete an electronic application for each position (resume and cover letter are optional).
A phone screen may be conducted to obtain information such as availability, salary requirements, special position requirements (e.g. ability to perform shift work), ascertain minimum requirements and other preliminary information to assist the search committee with their review.
It is possible to screen out an applicant with the information obtained during this initial screening.
The interview is the single most important step in the selection process. It is the opportunity for the employer and prospective employee to learn more about each other and validate information provided by both.
By following interviewing guidelines, you will ensure that you have conducted a thorough interview process and have all necessary data to properly evaluate skills and abilities.
Once the short list (typically 3-5 identified for interview) is approved, the interview process can begin. It is important to properly prepare for the interview as this is the opportunity to evaluate the skills and competencies and validate the information the applicant has provided in their application and resume.
Once the interviews have been completed, the committee will meet to discuss the interviewees. Committee members will need to assess the extent to which each one met their selection criteria. The search committee evaluation tool will be helpful in justifying decisions and making them as objective as possible.
Evaluate final candidates against each other after you have rated them against the criteria to identify the best candidate based on skills, worker characteristics, and organizational fit.
• Review the duties and responsibilities of the position and ensure they were accurately described and reflected in the job description and interview process.
• Review selection criteria used to ensure they were based on the qualifications listed for the position.
• Confirm interview questions clearly matched the selection criteria.
• Confirm all applicants were treated uniformly in the recruitment, screening, interviewing and final selection process.