Shortlisting is the process of identifying the candidates who best meet both the required and desired criteria for the role AND who the recruitment decision makers should interview. While reviewing resumes is part of the process, it should not be the sole focus of shortlisting.
With as many as 30% of applicant resumes containing fabricated information, it is important to look deeper when reviewing resumes. While in some cases this false information may be an exaggeration of the scope of candidates’ experiences, it can also be out-right lies as well. It can be difficult to tell by glancing at a resume if the information is correct, which is why hiring managers should consider the whole picture and ask further questions.
If hiring managers are only considering the role titles and certifications of a candidate but not their stability and the industries in which they have worked, they may be mis-identifying candidates as either more or less qualified for the role than they actually are.
Asking additional questions prior to face-to-face interview is important for information gathering and can be done through an online written application (possibly using an ATS), telephone screening, and/ or pre-recorded video interviewing.
Asking questions about a candidate’s employment history assists with gaining a good understanding of how the candidate may suit the role requirements. Hiring managers should consider asking questions around the scope of previous roles and why the candidate is no longer in those positions – along with any unexplained employment gaps. Based on candidate’s responses, further questions may be asked at this time.
In addition to employment history, there are other areas of interest that a resume is unlikely to cover – Long term goals; commuting distance; salary expectations; notice periods; planned leave and so on. This information can be important in developing a shortlist. For example – if a position covers a set time and needs to begin within a particular time frame, then it’s very important to know about a candidate’s notice period and planned leave. Similarly, if a role has a set salary range or hourly rate and a candidate is seeking above this range, then they are unlikely to be suitable for the role.
Once hiring managers gain additional insight into their potential candidates, they are able to develop an informed shortlist where decision makers already know that the candidates have solid potential for the role.
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Acworth Recruitment utilises an integrated online candidate platform that also incorporates Automated Video Interviews to provide detailed information on candidates– Saving you from sifting through dozens of candidate resumes to develop your shortlist.
Acworth Recruitment is a genuine outsource recruitment option with a cost-effective hourly charge model. You can outsource as much or as little as you want. No job is too big or too small – $50 to $5,000.
For an obligation free discussion feel free to give Kim Acworth a call on 0411 278 281 or email at firstname.lastname@example.org.
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