If you’re lucky enough to subscribe to one of the many staffing resources available in your town or online, kudos to you for building your company and managing your cash flow to add that support system.
But many of our smaller companies are still trying to get to that point and still need an efficient way to conduct a pre-screening telephone interview…before asking someone to come in for an initial interview.
(Psst: this follows the behind-the-scenes pre-screening when you see if their disclosed qualifications meet your expectations.)
|S||Skills||Do they have the SKILLS for the job and can the candidate back it up?|
|E||Employment||EMPLOYMENT history – gaps, reasons for leaving, etc.|
|A||Accomplishments||ACCOMPLISHMENTS on the job that relate to the job he/she is seeking – or that I’m presenting?|
|R||Resume||What’s missing? What’s not being said? what needs clarification? What are they hiding? How’s the presentation of the RESUME?|
|C||Cash||CASH/Compensation/Consideration -what’s it going to take to get them?|
|H||Health||EMPLOYMENT HEALTH – are they going pass a background, drug test, etc.?|
|O||Opportunity||OPPORTUNITY that’s going to thrill them and how it matches with my opportunity?|
|U||Understanding||UNDERSTANDING and Agreements. Explaining how we’re going to work together – basic Candidate Control|
|T||Timeline||when can you interview, when can you start, when will you give notice, what scheduling conflicts are there before the hire and after the hire?|
There’s 9 of your 12-15 pre-screening questions that you can use in two phases:
1. quick scan through for the essential information to determine if there are few enough gaps in information to justify the time for a few clarifying questions.
2. telephone pre-screening interview to determine if the candidate meets basic qualifications for a face-to-face interview
This kind of interview is one where your goal is to confirm the factual data that the candidate meets your basic qualifications. This rubric is not intended to replace the face-to-face interview necessary to begin ascertaining the more ambiguous nature of a candidate’s “fit” for the job or with your existing employees.
(Psst: SEARCH OUT is also a great rubric to guide you in writing a formal job description for a technician!)
Oh, by the way, we found this gem by simply searching the LinkedIn Discussion forum. In some groups, the discussions become repetitive because folks ask their questions before seeking answers. It’s a really simple thing to do, and LinkedIn makes it easy with the “Search” tab at the top of every group.
The SEARCH OUT technique came from Jim Coughlin, Senior Recruiter for The Mice Groups.