Screening Tools & Interview Techniques

The typical hiring process that most of you would be familiar with looks something like this. You market the open position. You receive 50 resumes however you only have time to interview two, maybe three people at the most. So what happens? You screen down from 50 resumes to only 3, effectively eliminating 47 people based only on what was on their resume – of which we know most of it is an elaboration of the truth anyway!

So what’s the answer? Put in a process using tools and techniques to narrow your candidate pool down much more effectively and extremely efficiently. Starting with the application process, the tools and techniques that we use will vary depending on the position being filled, but the different options we pull from consist of the following:

The Application Process

Resume Screening
The resume screening step outlines strategies for screening resumes. The guidelines outlined in this step will help managers avoid potential pitfalls and increase the effectiveness of resume screening.

Standardized Screening Tool
Using a standardized initial screening tool enables the hiring manager to more effectively screen through applicants, comparing apples to apples, with virtually no additional time committed. The standardized screening process consists of either a Work History Form for all professional positions, or an Application Form process for hourly positions. The best thing about it is that it puts all the effort on the candidates, and takes no extra time by the hiring manager. In fact is saves a tremendous amount of time!

Screening Interview Techniques

Group Interview – Ideal for frontline service positions
This step provides the interviewer with the skills to setup and conduct a group interview with 6-8 candidates at one time! It includes questions to ask and answer forms. The interviewer will have a complete understanding of how each question is geared toward screening for cultural fit. The process includes detailed notes and guidance about each question in the interview process. Group interviews provide a means to understand how candidates react socially among peers. It is the most effective way to screen for cultural fit, avoiding the cause of most unsuccessful hires.

Quick 5-Minute Phone Screening – Ideal for sales and leadership positions
This step provides the interviewer with a tried and tested “high pressure” technique to screen for superstar sales people in only 5 minutes over the phone. The technique is extremely effective and will separate the boys from the men when it comes to screening for top producers.

Quick Screening Interviews – Great for most professional positions
A quick screening interview is 10-12 minutes in length and is an effective way to meet a large number of applicants before making a decision to sit down with them in a full 1½ to 3 hour CIDS interview. The quick screening interview process includes a complete set of instructions, questions to ask and answer forms.

Using these tools and techniques, you will be able to:

  • Take that pile of 50 resumes
  • Then using the standardized screening tool, very efficiently screen them down to 10-15 candidates who may show potential potential.
  • Then screen them down to the final 3 candidates using one of the screening interview techniques.

By doing this, with very little time invested, you can much more effectively screen down your original 50 to the final 3 that you know will have the highest potential for success!