The tasking of interviewing potential new employees is a daunting process all by itself, but sometimes we forget about the process that comes before it – sorting through resumes.
Now let me clarify one point first. The online world is wonderful when it comes to making job postings public. Whereas we were once limited to word of mouth and print advertisements, online job boards give us the opportunity to extend our reach to areas we may not have been able to make contact in before.
And there’s the rub.
We’re exposing ourselves to a wider audience, giving us access to a more talented pool of applicants – but we have to deal with the flood of resumes that comes in as a result – and not all are qualified.
So how can you save yourself from hours of unnecessary sorting? Here are a few things to consider:
Remember, you don’t have to bring every person you hear from in for an interview. If you end up with a short-list of applicants you are interested in you can start with a very short phone interview – asking a few qualifying questions. If you like the answers, bring them in for a formal interview. If you don’t, decline the application.
It’s really that simple.
Don’t let the resume collection process become overwhelming. You may receive 200 resumes, but in the end you only have one position to offer. Don’t feel bad about searching for the most qualified applicant!
Mark Williams is a learning and development professional, using business psychology and multiple intelligences to create fascinating and quickly-identifiable learning initiatives in the real-world business setting. Mark’s role at MTD is to ensure that our training is leading edge, and works closely with our trainers to develop the best learning experiences for all people on learning programmes. Mark designs and delivers training programmes for businesses both small and large and strives to ensure that MTD’s clients are receiving the very best training, support and services that will really make a difference to their business.