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Interview Process |
TalentZoo
Joined: Jan 25, 2007
Posts: 1 |  Posted: 2007-01-25 09:22
We are currently looking at ways to streamline our Interview process, inorder to save us time from unqualified candidates taking too much time. One thing we were thinking was adding a personality test to our process or some sort of test. Just looking for ideas that have worked for smaller companies that have had big recruitment initiatives.
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nork3
Joined: Feb 12, 2002
Posts: 3876 | Posted: 2007-01-26 13:40
It's hard to recommend anything to you without knowing what your process is right now. My first reaction is that a competent recruiter who can accurately review resumes and phone screen candidates would be your best bet.
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angelbey
Joined: Feb 20, 2007
Posts: 1 | Posted: 2007-02-20 11:52
I agree that by utilizing a phone interview process, this can eliminate unqualified candidates for current consideration. By doing so, the recuiter is able to ask prelimnary questions as well as answer questions.Screening out potential applicants from those who may not qualify saves time, for both the recruiter and the applicant which is essential to time management.
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fosterplans
Joined: May 06, 2003
Posts: 4 | Posted: 2007-03-08 03:14
Possibly part of the answer may be an applicant management system utilizing a point score schema. You can cull quickly reviewing only valid candidates.
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rkuller
Joined: Mar 08, 2007
Posts: 1 | Posted: 2007-03-08 05:27
My company, GettingHired, specializes in providing mid-sized and smaller companies with Job Specific Behavioral Assessments at reasonable prices. This is a proven way to streamline your hiring process, increase retention rates and satisfaction in the job by both employee and employer. You are welcome to investigate by contacting Jeff Lyons at Jeffrey.Lyons@gettinghired.com.
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dwaynejoyce
Joined: Mar 08, 2007
Posts: 1 | Posted: 2007-03-08 05:30
The use of a Pre Screening Questionaire tied into an applicant tracking solution will quickly help you pluck the key talent from the mass of resumes and it should also rank your potential candidates.
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torkelrac
Joined: Sep 29, 2006
Posts: 6 | Posted: 2007-03-08 05:44
Most of my consulting work involves selecting salespeople, and I typically advise clients to follow a three-step process after reviewing the resume. First do a brief phone screen lasting no more than 10 minutes. The purpose of this is simply to assess verbal skills (e.g., engagement, active listening, benefits orientation, etc.) Don't try to do too much here. Second is to use a reputable pre-employment test that has been validated specifically for the position under question. Beware here, since there are hundreds of "tests" out there with snazzy marketing materials that are not worth a dime! Third is to do a rigorous, in-depth behavioral interview, preferably by two or more people who can then independently assess the candidate and compare notes. Depending on the nature of the job and the experience level desired, sometimes I also create a behavioral assessment where the candidate needs to demonstrate proficiency on specific skill sets. I hope this helps. Steve Torkel, Ph.D., Torkel Research, storkel@torkelresearch.com www.torkelresearch.com
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dannasa1
Joined: Feb 06, 2007
Posts: 2 | Posted: 2007-03-08 06:02
I think pre testing is a great idea. You end up hiring people that reflect the personality and opinion of the person who developed the test. I suggest that you study and interview the person who writes the test because you will be hiring that person and his interpretaion of the world. Good luck!
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hollylavine
Joined: Mar 14, 2006
Posts: 1 | Posted: 2007-03-08 06:36
We utilize a couple of tools to assist us with screening candidates. We conduct phone interviews prior to scheduling in-office interviews. Further, we extend an invitation to our candidates to complete a Culture Index Survey that measures work behaviors. A firm out of Kansas City, Culture Index, created the survey. You can find them on the web at cindexinc.com.
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AToney
Joined: Mar 08, 2007
Posts: 1 | Posted: 2007-03-08 07:05
Assessments are definitely the way to go. My clienst who have implemented them have a much more efficient hiring process and saw immediate benefits in terms of reducing "quick" (less than 90 days)fires or resignations. There are a bunch of companies that do a good job in this area but the best I've seen is GettingHired.com I believe they are HQ'd in NJ but are nationwide. Check them out.
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Saybrook
Joined: Sep 13, 2001
Posts: 13 | Posted: 2007-03-08 07:09
Depending on the state you are in, I would be very careful w/behavioral tests as they are much more likely to be seen as discriminatory. However, skills tests are much more objective and therefore less risky, in this area. Having said that, I do want to also say that we do utilize a phone interview first, and I'd be happy to share the template if you'd like. Please email me at jobs@saybrook.net
Best of luck!
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Hopkins
Joined: Mar 08, 2007
Posts: 2 | Posted: 2007-03-08 07:16
Using ACT's WorkKeys assessments are a tremendous way to make initial cuts to weed through a huge pile of applications. In Missouri, we use WorkKeys for the Career Readiness Certificate, which shows the level of knowledge an applicant brings. If an employer truly knows what levels of knowledge an applicant needs, then this is a way to pre-select based on fact and not intuition. If your state doesn't have a certificate program like we do in Missouri, then ACT has a National Career Readiness Certificate that you can pursue directly. Because the assessments are consistent, then the certificate is portable to apply to jobs anwhere in the country.
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Hopkins
Joined: Mar 08, 2007
Posts: 2 | Posted: 2007-03-08 07:18
Using ACT's WorkKeys assessments are a tremendous way to make initial cuts to weed through a huge pile of applications. In Missouri, we use WorkKeys for the Career Readiness Certificate, which shows the level of knowledge an applicant brings. If an employer truly knows what levels of knowledge an applicant needs, then this is a way to pre-select based on fact and not intuition. If your state doesn't have a certificate program like we do in Missouri, then ACT has a National Career Readiness Certificate that you can pursue directly. Because the assessments are consistent, then the certificate is portable to apply to jobs anwhere in the country.
[quote]
On 2007-01-25 09:22, TalentZoo wrote:
We are currently looking at ways to streamline our Interview process, inorder to save us time from unqualified candidates taking too much time. One thing we were thinking was adding a personality test to our process or some sort of test. Just looking for ideas that have worked for smaller companies that have had big recruitment initiatives.
[/quote]
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cpeterkin
Joined: Jan 17, 2006
Posts: 4 | Posted: 2007-03-08 07:21
Your company may want to consider pre-employment testing. Pre-employment tests are becoming a valuable tool in screening and evaluating job seekers.
It's a good way to test a person's abilities and check if they're a fit with an organization and its culture. They're designed to test abilities, which are your natural talents, and personality. Are you a team player? How do you manage your time? Are you organized? Do you have integrity? Are you honest?
By narrowing down the pool of qualified candidates, pre-employment tests can save an employer time.
You can purchase pre-employment tests for specific careers -- such as sales, customer service and management -- through any of a number of testing services and can even custom design a test.
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currieg
Joined: Mar 08, 2007
Posts: 1 | Posted: 2007-03-08 07:43
The best solution I have found so far is pre-testing for core competencies. For the last 4 years I have worked with www.shl.com
who is an assessment and development company. The pre-tests test for aptitudes, skills and personality traits (Occupational Preference Questionnaire). By the time you interview you may find 80% will be recommended.
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