The Ultimate Guide to Small Business Hiring: Shortlisting Candidates

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As CFIB’s preferred partner for recruitment services, Fitzii provides services and tools to help small businesses hire great people, while minimizing the hassles and costs of recruitment.

To share our most effective tips for hiring success, we’ve created an “ultimate hiring guide” for CFIB members which covers five of our best practices in each of the three major stages in hiring.

Last week, we discussed our top five best practices for sourcing candidates. Today we present our pro-tips for shortlisting candidates, and next week we will wrap up our three-part series with expert advice on selecting candidates. 

Top-5 Tips for Shortlisting Candidates

These best practices will save you time while also making your shortlisting process more objective and predictive – increasing the chances that you will pick the right people to move onto the interviewing and selection phase of your hiring process.

  1. Applicant Tracking Software (ATS) 

Nearly all large companies use an ATS to post their jobs, and then track and manage candidates. This software acts as an online “command centre” for hiring – streamlining the posting process, centralizing all applicant activity, and keeping everything organized. An ATS also gets hiring out of your inbox, and maintains all applicants and notes in a database for future reference. Most of these systems are available as a monthly paid subscription, but Fitzii’s offering for CFIB members includes the software for free.

2. Don’t Manually Screen Resumes

 

 

Numerous studies have shown that resume screening is one of the least effective methods of evaluating candidates. Resumes just don’t contain the right information to help you predict whether the person will enjoy and be good at a particular job. Plus, with job sites like Indeed making it so easy for candidates to apply, the percentage of completely unqualified candidates is growing, making it even more of a time-waste to look at every single resume that comes in.

3. Structured Shortlisting

 

 

A recent study showed that a computer based assessment made better hiring decisions than people did. That’s because people often get swayed by factors which don’t actually correlate with on-the-job performance. To avoid this, first think deeply about the skills, experience, education, and personality traits that your most successful people have in common – which factors do you believe truly drive performance? Then determine how you will screen each application for these factors, and only these factors.

4. Create a Screening Assessment

 

Make sure to choose an applicant tracking system that has a way to screen candidates for the qualification factors you have chosen as correlating with success in the role. Some, like the Fitzii Assessment, help you to both create minimum eligibility questions, as well as score candidates through a variety of factors, like skills/experience, education/certifications, and even personality traits through a validated psychometric test.

5. Use Recorded Video Screening for High Volume

 

Sometimes your compelling job ad brings in so many quality candidates that your shortlist isn’t short enough. For these high volume situations, you should consider recorded video screening instead of phone screening. Every candidate on your not-so-shortlist gets an invitation to record their answers to interview questions you have selected, allowing you to review the videos to help decide who moves on.

Process, Process, Process

As you can see from these tips, smart shortlisting is all about creating a structured process for first evaluating candidates – before you post the job. Doing this will greatly increase your chances of making a solid hire, and it will save a ton of time to boot.

Fitzii does provide a free applicant tracking system, and a comprehensive screening assessment that will make applying these best practices a breeze. You can learn more through a call with one of our Hiring Advisors – just fill out this form and schedule a time right in our calendar.

Next week we’ll finish off this series with a look into the best practices for the all-important final step – selecting candidates to hire.

Next week we’ll finish off this series with a look into the best practices for the all-important final step – selecting candidates to hire.

Fitzii does provide a free applicant tracking system, and a comprehensive screening assessment that will make applying these best practices a breeze. You can learn more through a call with one of our Hiring Advisors – just fill out this form and schedule a time right in our calendar.

A you can see from these tips, smart shortlisting is all about creating a structured process for first evaluating candidates – before you post the job. Doing this will greatly increase your chances of making a solid hire, and it will save a ton of time to boot.

Sometimes your compelling job ad brings in so many quality candidates that your shortlist isn’t short enough. For these high volume situations, you should consider recorded video screening instead of phone screening. Every candidate on your not-so-shortlist gets an invitation to record their answers to interview questions you have selected, allowing you to review the videos to help decide who moves on.

***

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Edwin Jansen is the head of growth at Fitzii, CFIB’s preferred partner for recruitment services. Fitzii provides free job posting & tracking software plus access to expert hiring services and discounted job boards to help small businesses hire better, while saving lots of time, money and hassles along the way.

 

One thought on “The Ultimate Guide to Small Business Hiring: Shortlisting Candidates

  1. Pingback: The Ultimate Guide to Small Business Hiring: Selecting Candidates | My Startup

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