Hiring and the Screening Process

Hiring and the Screening Process

Hiring and the Screening Process

Employment screening is critical to a desirable outcome. Ultimately you want to get the right person in the right job and determine if the applicant has that all important "can do" "will do" attitude. Executing it the right way could reward you with top level performers who will play a vital role in the growth of your team and your organization or can burden you with the headaches of a bad hiring decision for many years.

You should spend no more than 45 minutes during this process. 35 minutes you will listen and 10 minutes you will talk, no more or no less.

- Initially you will build rapport and set the ground rules (I will be asking the questions and you will be answering).

- Ask your questions. All questions should be written on a note pad so there is nothing missed. You should be asking these specific questions: previous employment history, education and background, business goals, and interests. Employment history should include only jobs related to the position. Education and background should include whether high school was completed and or what level of college or technical school/training completed, were there any extracurricular activities and if so what were they. Interest should be not about their hobbies but about what does the candidate do to relax and relieve pressure.

This screening should take place in a comfortable environment preferably not your office. Your cell phone should be off or not with you, there should not to be any interruptions and all your attention and focus will be with the candidate and nothing else. You should have all of the necessary paperwork ready as well as having an extra pen. The applicant should never take home paperwork and should always be filled out at your office. You should always ask for documented references, if they are not prepared with one then have them take a reference form with them to be returned within the next 3 to 5 business days. This form should include employment dates, who they reported to, ending salary, overall performance, were they a team player, what were his/her strong point as well as what were his/her weak points, what was the reason they left, and would you rehire this person.

The goal of this initial screening is to determine if this candidate has that "can do" "will do" attitude. You should be well positioned to make great choices when hiring employees. There are a lot of excellent candidates out there! Good employment screening practices will help you find the champions and leave the negative less desirables behind.

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