Hire the Right Employee Every Time
Develop a Better Application Screening Process
By Amy P. Castro
During the hiring process, many managers encounter something you might call the “Reverse Frog Prince Phenomenon.” In the story of the Frog Prince, a prince is turned into a frog and can only return to being a prince if he finds his perfect match. Hiring managers, however, often interview someone who seems like a prince or princess, the perfect match, only to have a frog show up on the first day of the job.
unbiased screening process, this information allows unconscious biases to affect the hiring process. A good practice is to erase or mark out the applicant’s name and address, and let his or her accomplishments speak for themselves.
3. SPENDING TOO LONG ON THE FIRST REVIEW Save the word-for-word reading for the second and third rounds of reviews. On the first round, look for things that screen applicants out. If you require a minimum number of years of experience, an advanced degree, or a specific skill set, look for those first. If an application or resume doesn’t When it happens, we usually blame the applicants for meet those requirements, don’t consider it. Be sure you’re hiding their true selves in the interview. But when you screening for your “must haves,” think about it, of course they did! however, and not just desired traits. People who want a job try to project Sometimes you’ll find that the best the best possible image of Who is going to go into a job candidate might not be what you themselves. Sometimes they do lie to thought you were looking for. create this positive image, but they interview and admit they can’t meet usually believe what they’re deadlines, are the slowest person 4. SCREENING BASED ON JOB projecting – that they’re efficient, DESCRIPTIONS effective, and skilled. Who is going in their office, and have outdated If you need to fill a senior to go into a job interview and admit accountant position, the hundreds of they can’t meet deadlines, are the skills? applications you receive will slowest person in their office, and quickly sound the same. Dozens of have outdated skills? applicants will have your required 5 years of complex It’s up to you to create processes that ensure you get a good financial and accounting experience, as well as bachelor’s look at the real person you’re interviewing. When it comes degrees in accounting, business, or public administration, to screening applicants, there tend to be seven key or a closely related field. mistakes that keep us from finding the right employee for the job. Look for accomplishments, not job descriptions. What makes one person stand out? Do you want to hire the 1. UNDERVALUING THE COVER LETTER applicant who was responsible for software If your hiring system allows applicants to submit a cover implementation, or the one who “developed procedures for letter, give first consideration to those who submit one, especially if you ask for one. Those who don’t are basically telling you that they can’t or don't care to follow instructions. A lack of a cover letter may also indicate a lack of real interest in the position—the person might be randomly sending out resumes for any job that’s open.
A cover letter can also indicate the quality of an applicant’s communication skills. Poor grammar, typos, and a heading of “Dear Sir or Madam,” tell me that a person at minimum lacks attention to detail, has poor communication skills, and possibly doesn’t care to take the time to find out to whom the letter should be addressed.
2. ALLOWING OPPORTUNITIES FOR PRECONCEPTIONS A person’s name and address can cause you to create a mental picture of the person. As much as you aim for an 14
SOUTH DAKOTA MUNICIPALITIES
