Do your homework on who the candidate is before taking unnecessary steps

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Prepare. A lot. So much that your time to hire is cut down enough to beat the competition’s time to hire and get the best candidates first. Doing background checks or checking up on a candidate’s social media can help you sort out who’s a good fit before an interview happens. But make sure you don’t lose good candidates at the first sign of trouble. If a candidate bombs a phone screen or an interview, take the time to re-calibrate with the hiring manager and interviewers.

Once you’ve done your homework and you feel you have a preliminary line up, get ready for the interviews the best you can. Ask questions designed for the candidate and listen and observe their answers. General questions are a great starting point, but if you did your homework right, you should be able to dig in deep and ask the right questions to see if they’ll fit.

Sort Your “Maybes”
Just because a candidate isn’t an automatic yes doesn’t mean they’re a definite no. Think of them as more like “not right nows” and keep the relationship building. Continuing relationships with candidates who didn’t hit the jordan phone number resource mark in their interview are an opportunity to bring them back in for a second interview or an interview for a different position down the road. Give candidates who you think have potential a second chance to wow and show you what they really have to offer!

Continuing on that last point, not every candidate is going to be right for the positions you have open right now. But, they might be great for a position you know is going to open up in the future. Save these candidates for future opportunities. Having a talent pipeline with candidates you’ve already interviewed once will give you a head start on the candidate screening process later down the road and, in turn, cut your time to hire and beat the competition.

Your candidate screening process isn’t going to be perfect the first time and probably not even the second time. With each new round of hiring, take the time to see what worked and what didn’t, make the adjustments and make the next screening process even better. Creating personas that are right for your company, using tools like social media and AI and saving candidates for future opportunities are just a start to having a perfect screening process.

About Chris Murdock:

Chris Murdock is the Co-Founder and Senior Partner of IQTalent Partners. Chris has over 12 years of executive recruiting experience and leads search execution and client relationships along with supporting searches across the firm. Prior to Founding IQTalent Partners, Chris was a sourcer with Yahoo!’s internal Executive Recruiting team in the corporate offices in Sunnyvale, California. Previous to Yahoo!, Chris was an Associate in the Menlo Park, California office of with Heidrick & Struggles, where he recruited for software, hardware, professional services, and semiconductor clients.