Is Your Long Hiring Process Costing You Top Talent?

July 10th, 2015

In the movies, a job interview ends with a handshake and “You’re hired!” In the real world, things don’t often move so fast. Preliminary screening, multiple rounds of interviewing, waiting to compare multiple candidates, and background checks and drug screenings mean it can take weeks between the time a candidate submits their resume and their first day on the job — if the candidate starts the job. A long screening process increases the odds they’ll accept another position before your offer letter reaches them.

Make sure you don’t discourage top candidates by making the hiring process extend too long. Use these tips to get from that first read of a resume to making a job offer fast:

Simplify your online application process.

Make it easy for candidates to upload their resume. If you’re using software to parse resumes, make sure it works well so candidates don’t need to re-enter information. Because more and more people conduct their entire online life from their phone, check that your mobile site makes applying easy.

Use technology to prescreen.

Use automated tests to confirm skills. Be sure the tests are relevant to the position the candidate is applying for.

Prescreen with phone interviews.

Many people have great technical skills, but lack the communication skills that are required for leadership roles and roles that involve interacting with customers. If the position you’re hiring for requires interpersonal skills, conduct a phone interview first. You’ll reduce the number of candidates you need to bring in, and shorten the time required to interview and compare the remaining candidates in person.

Schedule interviews effectively.

Don’t make a candidate come back multiple times for interviews; coordinate interviewer schedules to combine them into a single day. Manage the interview schedule so the candidate doesn’t spend a lot of time in an empty conference room waiting for their next interview. Make sure the same questions aren’t asked over and over.

Keep candidates informed.

Sometimes there are unavoidable delays in making hiring decisions, due to internal reasons like management or budget changes. Don’t leave candidates wondering what’s going on. If they know the timeframe you’re operating under, candidates may be willing to wait rather than accepting another offer in the interim.

Work with an experienced staffing firm.

The recruiters at a staffing agency like InReach IT Solutions are experienced in screening job candidates and matching them with positions they’re well qualified for. You need to meet fewer candidates before finding the right person for the job. Contact us to learn how we can speed your recruiting process and reduce the time between reviewing candidates’ resumes and hiring your next employee.

Should You Consider Candidates With an Employment Gap?

May 22nd, 2015

A dense, multipage resume can indicate a candidate with a lot of experience — or it can indicate a candidate who’s padded their resume with buzzwords and projects they were only briefly familiar with. A thin resume that has gaps in employment can indicate a candidate who’s been unable to hold a position — or someone who’s taken chances and learned a lot from their experiences. You’ll never know the difference in either case, unless you take the time to interview the candidate and ask about it.

In today’s economy, gaps in employment are more common than ever. This is especially true in the tech business, where employees are often hired when a project starts up, and let go if the project fails. Startups can offer workers a rich learning environment that collapses overnight.

Questions to Ask About Gaps

When you see a resume with gaps, it’s important to find out whether they were voluntary or involuntary. If involuntary, was the employee let go due to failing to do the job, or was it the company that failed? If voluntary, what were the employee’s reasons for choosing not to work for that period?

Whether the candidate chose not to be employed or was unemployed voluntarily, find out what they did during that time and how they maintained their skills or developed new skills that will help them fill the position you’re hiring for.

You also should review the resume for a pattern of gaps and the timing of gaps. Repeated brief periods of employment followed by gaps raise questions about the candidate’s judgment, ability, motivation, and commitment.

Evaluating Answers About Gaps

When you ask the candidate to explain the gaps, pay attention to the answers. The candidate should have a clear, consistent story. If you like the candidate, but have concerns about their answers, doing a background check is worth it to verify the details. If the candidate is reticent to answer, this may mean the reason was personal, such as an illness in their family, but it may also mean the reason was negative, such as a period in jail.

Work With a Staffing Firm

A staffing firm like InReach IT Solutions can help you evaluate the resume of a candidate with gaps by doing preliminary interviews and checking references. Contact us to learn how working with an agency can help you find your next employee.