The number one reason most people are terminated (by either themselves or the company) is because they were the wrong person hired for the job. A thorough screening process can help reduce those numbers and it starts with the posting of the job description.
A new hire can go wrong as early as the job description posting. Develop your job description to specific parameters that emphasize expectations and accountabilities as well as the qualifications, skills, and education needed for the position. A general job description may leave you with few good candidates, but a full wastebasket.
It’s been said that 75% of resumes have some form of embellishment. The telephone interview allows the employer to begin to determine if the candidate’s previous employment, years of experience, and education are accurate. A telephone screen is also a good time to determine if the candidate’s workplace preferences and salary needs match up with the position and organization. This step saves managerial time and eliminates unlikely candidates.
Having the applicant fill out the application can be done before or after the telephone interview. Many companies utilize an online form for application and evaluations. Information in the application should further help you identify if you have a potential new hire. Evaluations and skills testing should be relevant to the open position.
The purpose of the face-to-face interview is to further narrow your group of applicants by learning as much about them as you can in a relatively limited time. This is a fact-finding mission to ensure a successful outcome. Prepare for the interview by reviewing the resume, being sure to look for gaps in employment, misspelled school names, and job longevity. Include open and closed ended questions, behavioral questions, and hypothetical questions. Establish a friendly tone, take notes, have the applicant do most of the talking, and if the applicant has falsely represented their qualifications, courteously end the interview early.
If the applicant makes it this far, background, reference checks, and nationwide criminal checks are needed. One criminal background company has recently found that 11% of their searches reveal that the applicant has a criminal record. It is a good idea to also include the following in your background checks: OIG report, EPLS report, credential/license verification, and professional references.
The above information is the process that CnStaffing uses in screening applicants. CnStaffing has been screening and recruiting healthcare candidates in the Dallas/Fort Worth area for 10 years. For more information, please call
Director of HR and Recruiting