With so many people applying for job openings, how can I manage the process and make good decisions?
Laura Hampton, director of marketing, membership and training, The Employers Association: The biggest mistake many companies make is not defining precisely what they are looking for. You need to develop a selection strategy before you look at the first résumé. Then when you go through them, screen out those without the basic qualifications. Short phone calls also can be a useful screening tool and save you lots of time. Assessment tools can be meaningful, yet relatively inexpensive, to find out about candidates’ work ethic and integrity. Or compare their answers with high-performers in your company. Train your interviewers so they know what they can legally ask a candidate. And because past behavior is the best predictor of future behavior, ask behavior-based questions. Michelle Fish, chief executive, Integra Staffing & Search: A staffing service can prescreen candidates so when you interview them, they are prequalified and their skills and temperament assessed. Staffing companies also
