When you hire, it’s candidate quality – not quantity – that matters most.
Hiring managers sometimes assume that the more people they interview, the better their chances are of finding that perfect new employee. But smart recruiting isn’t a “numbers game,” and interviewing a large amount of candidates doesn’t guarantee success.
What does? Truthfully, there is no magic formula; however, if you:
- recruit the right candidates
- implement a comprehensive, consistent interview process
- thoroughly test and vet top prospects
…you may only need to interview a handful of candidates to make a great hire.
So stop playing games. Use these tips from A.R. Mazzotta to make your process more disciplined – and hire the best person for the job, without over-interviewing:
- Start with a great position description. The more time you devote to accurately portraying the opportunity – from required experience to soft skills to potential for advancement – the better your chances are of attracting the right type of person for the job.
- Cast a wide net. An administrative assistant doesn’t search for work the exact same way as a CNC machinist. So adjust your recruiting techniques to attract the best candidates for each type of position. For example, if you’re recruiting for a skilled trades position, consider specialized job boards and work your referral network.
- Wait until all of the resumes are in. Resist the temptation to interview the first respondents to your job posting. True, the first applicants have good timing, but they may not accurately represent your total candidate pool. You could wind up wasting valuable time interviewing the wrong people.
- Use an objective process to sort and compare resumes. Once you have all of your applications and resumes, eliminate anyone who is obviously not a good fit for the job. After that, look for reasons to include, not exclude, remaining candidates. Then, once you’ve developed a list of potential interviewees, start comparing “apples to apples.” Devise a standard “score card” you can use to objectively rate each candidate’s technical competence, experience and overall desirability. Choose only the most qualified for the next phase of your recruiting efforts.
- Conduct phone screens. Phone screens are a great way to gather vital information that will help you whittle down your candidate list and interview only truly viable candidates.
How many candidates do you really need to interview?
If you work with us, the answer may be “just one!” With a team of seasoned recruiting experts, and offices throughout Connecticut, A.R. Mazzotta can:
- shorten your time-to-hire
- alleviate burdens like recruiting, screening, testing and vetting for your internal team
- identify the best candidates for your available position
…and deliver them to your doorstep! Contact us today to learn more about our CT employment agency.