5 Ways to Efficiently Screen a Job Candidate

You have a handful of resumes on your desk. This pales in comparison to the hundreds that sit in your inbox. Oh yes, the time has come to make a new hire.

On the surface, your goal is simple: to hire the best person for the job. In reality, this is much more complex. Not only do you have to sift through cover letters and resumes to pinpoint the best candidates, but you then have to conduct the interview process.

Or you could have the opposite problem and not have enough applicants. Either way, you want to screen candidates as efficiently as possible. With too many, you don’t want to spend weeks and months trying to hire someone. With too few, you have to make sure you pick the best person available, because there may not be someone else walking through the door any time soon.

If you are a franchise owner, your outlook is even worse. The reason? You have to do most (or all) of the work on your own.

Now that we have that out of the way, it is time for the good news. Once you learn how to conduct an efficient, effective job interview, it is easier to go into the hiring process with confidence. Here are five pointers that will put you on the right track:

1 Be prepared

Before you come face-to-face with a candidate, make sure you know how you want the interview to play out. What questions will you ask? When will you field questions from the applicant? Is there anything else you want to accomplish, such as having the person complete a “test assignment?” Once you lay out a plan it is easier to move forward in the appropriate manner.

2 Reduce stress

Due to an extreme amount of stress, most people don’t enjoy going on a job interview. As the hiring party, you can do a few things to reduce stress, which will make for a more productive interview.

• Provide applicants, in advance, with information regarding the interview. This could include a basic itinerary and any topics you want to discuss.
• Talk about your company’s dress code, as this will allow them to make a well informed decision regarding what to wear.
• Make the interview more of a professional conversation. “Rapid fire” questions are sure to make any candidate sweat.

3 Let others in on the action

This depends largely on the size of your company, but is something to consider if applicable. For example, if you are hiring a new salesperson you may want your sales manager to sit in on the interview. This improves the efficiency of the interview, while also protecting against future meet-ups with other team members.

4 Be transparent

Let the candidate know what kind of environment they’re walking into, whether it’s very professional and buttoned up, or more laid back and casual. If you wind up hiring someone who quickly realizes they’re in the wrong place and quits, you’ve just wasted a tremendous amount of time and resources.

5 Run a background check

Having a professional service do an official check on someone you plan to hire, in conjunction with prevailing regulatory requirements in your state, can be a good idea. At a reasonable cost, you can get third party confirmation that there are no major red flags on a person that could end up hurting your business.

These five pointers should help you conduct an efficient and effective interview, so that not only are you getting the right employee for your franchise, you’re doing it in the most cost-effective, time-sensitive way possible.

Andy Roe is the General Manager of SurePayroll, Inc., a Paychex Company. SurePayroll is the trusted provider of easy online payroll services to small businesses nationwide. SurePayroll compiles data from small businesses nationwide through its Small Business Scorecard optimism survey, and exclusively reflects the trends affecting the nation’s ‘micro businesses’ — those with 1-10 employees. You can follow Andy on Twitter @AndrewSRoe.

Learn More at- www.surepayroll.com/product/screening and http://blog.surepayroll.com

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