CHAPTER 3
NARROW THE LIST
P
osting your job opening to multiple locations—especially in a time of high unemployment—will undoubtedly bring a deluge of unqualified candidates. Experts say that hiring the wrong candidate can cost up to three times the employee’s salary. Therefore, the “hirethem-and-fire-them-if-they-don’t-work-out” strategy is expensive. And Gen Z applicants are too young to provide a long work history, so how can you find the one who is going to fit best in your firm? Start by requiring all applicants to answer a few questions about the position they just applied for. The truly unqualified will not answer or will give such inadequate answers that they can be easily spotted and eliminated even before an interview. For example, if you are advertising a position in your human resources department, ask applicants these questions: • • • • •
What is the purpose of an HR department? What steps are critical in the hiring process? What does at-will employment mean? What are the steps in the progressive discipline process? What role does HR play in keeping employers in compliance?