Streamlining The Recruitment Process (Part One)

Anybody who has had the experience of arriving at work on a Monday morning to find their inbox flooded with job applicants knows tackling a mountain of resumes (on top of the usual workload) makes for a slow start to the week.

So here are some tips to help you streamline the recruitment process and find the most suitable person for the job.


In a perfect world, every candidate would have a cover letter tailored to your job criteria – but too many don’t. Don’t spend too long reading resumes, you should be able to get a ‘gut feel’ for how suitable a candidate is in 30 seconds.

Create a yes, no and maybe pile for resumes and (depending on volume) consider a quick phone screen with the yes and maybe candidates. A phone screen is not a telephone interview, keep it brief – if you like what you hear from the candidate you can always expand on the conversation later.


If you have done the screening process well, you should be left with a handful of people who, on the surface, match your needs very well.

Face to face interviews give you an opportunity to put the candidate ‘through their paces’, and equally for the candidate to gain an understanding of the environment and role they have applied for.

Many people comment that they can tell almost as soon as meeting a candidate whether they will suit the job – be careful of making judgments so quickly, as many interviewers who form a positive impression of a candidate focus too much on selling the job and have a tendency to hear the ‘good’ answers a candidate gives and filter out the ‘bad’ as this subconsciously reinforces their own first impression.

Behavioural or competency based interview questions are essential in an interview. Candidates are putting their best foot forward, they want the job and know what you want to hear. Don’t just take people on their word if they say they can or have done something in the past, ask them for specific examples to support their claims.

Next we come to the important component of references, background checks and testing. You’ll realize how important this is when you hear that 80% of candidates exaggerate on job applications, and 20% outright lie about qualifications!

Keep an eye out for Part Two of The Recruitment Process, this will step you through the reference, background checks and testing process.

Kate Klease is a former executive at Vantage Human Capital, a specialist recruitment and human resources consulting firm that helps ensure clients have appropriate strategies in place to successfully retain, motivate and manage their people.


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