Every time you recruit and every
time you interview, you are building a bench of future hires. Make the most of
each open position by keeping a well-documented file on job seekers.
Set up a system that makes it easy
to access those applications. One approach is to group files by job
title, noting when the position was open and when it was filled, and to sort
candidates alphabetically within each job title.
However, the optimal setup is an electronic database of job seekers. Use a
rating system to make sorting applicants easy. Your H.R. department may already have an applicant tracking system that you can use.
You may need to compile data that demonstrates
the diversity of your applicant pool, so consider this in setting up your
criteria. (Poynter Career Center will store your applicants’ résumés and
does ask about ethnicity, which is an optional question.)
Weed out your files regularly. Be
sure to keep in touch with those candidates who are at the top of your list for
hiring. Every candidate who comes in contact with you can be a testimonial for
your company. Job seekers are often customers as well. Remember this as you
interact and follow up with interviews.
Questions for Managing Applicant
Flow
Ask yourself the following
questions as you form a process for managing applicants:
- How will applicants be tracked
through the hiring process?
- What criteria do you need to track on
each candidate?
- How will you screen and determine
finalists?
- How will you notify those who don’t
qualify?
- How will you notify finalists?
- How will you keep in contact with highly
qualified candidates?
Among the biggest complaints of job seekers is that they never hear back after submitting their application. With good record-keeping, even busy recruiters can set up a system to respond to applicants.
Next week: Who should participate in the hiring process?
