Screening candidates before you speak to them for the first time can be difficult. Resumes tell a good amount about a candidate’s background, but not the whole story.
How do you make sure you are efficiently weeding out people who aren’t a good fit, without overlooking promising candidates in the process?
Here are a few ways:
1. Get Strategic About Sourcing
Posting to job boards and working with external recruiters is time consuming — often you're paying a fee upfront, you're spending your time sifting through piles of unqualified applications, and there's no guarantee of success. That’s why talent acquisition professionals are rethinking the ways in which they source qualified candidates.
Today’s job market is heavily candidate-driven, so to find top notch talent (passive and active) you need to be in the right places. And you can bet exceptional people aren’t hanging out on mainstream job boards (we won’t name names).
Instead, narrow your focus. If you’re looking to hire for diversity, for example, consider niche communities online where you can find candidates of varied gender, race, and socioeconomic backgrounds. In our latest post, we recommend looking at coding bootcamps, community college job boards, or local veteran affairs offices where there is a network of professional talent from a more diverse background.
We also encourage you to look at career marketplaces such as ReferralMob. We have over 15,000 business professionals who are pre-screened personally by our team. With much of the legwork taken care of upfront, you not only save time, but also gain direct access to highly qualified talent without having to dig for it.
2. Screen for Salary Upfront
We’ve written before about the many benefits of salary transparency. As we explain in a previous blog post, salary is the most common piece of information missing in most job descriptions. By hiding compensation from candidates, you may retain a small amount of leverage — but you risk spending too much time vetting and interviewing candidates whose expectations are out of line with what you can pay; therefore wasting your time and theirs.
Instead, we encourage employers to be clear about the salary (or salary range) for a role so that candidates can determine before ever submitting their applications whether the role meets their monetary requirements as well as career goals. We’ve found that by doing this, companies actually double the number of qualified candidates they receive!
3. Consolidate Your Recruiting Tools
Depending on how many job reqs you have open at any given time, and how many job boards you’re leveraging, it can quickly become hard to keep track of and follow up with every candidate. In fact, it’s a near impossibility — we’ve been there ourselves.
That’s why it’s really helpful to integrate your tools so that you can view all of your candidates in one place. We recommend investigating whether your applicant tracking system (ATS) integrates with any other tools you’re currently using day-to-day (such as a job board or a team communication channel). ReferralMob, for example, integrates with Greenhouse and Slack, the two tools our customers use most for talent acquisition management.
Our ATS integration allows partner companies to source, access, engage, and track candidates from ReferralMob, directly from within Greenhouse, as well as import and link Greenhouse jobs from within ReferralMob. This way, when we find a candidate that is a great fit for a specific job posting, that candidate's information (LinkedIn profile and/or resume) is visible directly within the ATS. New candidate alerts can also be sent directly to a Slack channel, for better visibility that doesn’t disrupt anyone's daily workflow.
Speed is especially important in a competitive hiring city like Boston, where people can go off the market in a matter of days. The moment a qualified candidate lands at your doorstep, you need to be able to take action before the next company does. Streamlining notifications and resumes into a single place can help speed up your response time, save you the effort of jumping between tools, and increase your hiring efficiency.
4. Leverage Referrals
An employee referral program is a great tool for sourcing top talent. For example - chances are your lead web designer is connected with other web designers in the area and would be happy to bring one of them in if the right opportunity came along. No one knows your culture and job qualifications better than your own employees, and that extra layer of pre-vetting can make all the difference in terms of candidate quality.
But if you work for a small to medium-size company, your internal referral network can get exhausted pretty quickly. There are only so many people each team member knows that would be right for your job reqs. Once their networks have been exhausted, then what?
We view ReferralMob as an extension of your employee referral program. Our platform taps into the networks of the professional public, letting them work on your behalf to bring in active and passive prospects. If you'd like to keep the referrals coming in without bugging your team all the time, give us a shot!
Make it Easy On Yourself
Boston's a fast-paced hiring market. You can’t afford to miss a great candidate because you were looking in the wrong places or had too many unqualified resumes to sift through. The more you can optimize for efficiency and bring together the tools you’re using, the faster you can source, access, engage, and hire top talent.