I love the NCAA basketball tournament! Why? Because it is thrilling! Who doesn’t like to see two teams battle it out for the coveted title of National Champion, especially when you often have a “David” knock off a “Goliath.” A little underdog team who has no business of even being in the tournament, suddenly rises to the occasion and silences all the naysayers who claim they didn’t belong. With each round the losers go home with lumps in their throats while the winners advance onward to their ultimate basketball prize. Despite the grueling process of traveling from city to city and the emotional ups and downs, one team will rise above the rest and win the six tournament games necessary to claim their ultimate prize.
Much like the NCAA tournament, your hiring process is a grueling ride of emotional ups and downs for both you and your candidates. You probably start out with around 64 resumes. Much like the 64 teams who start the tournament some resumes belong in your hiring process and some don’t. You throw away half of them because they are not the least bit qualified. With those 32, you then narrow it down further and eliminate those who are too lean on experience or those who have perhaps too much. Now you’re down to sixteen and you start scouring the social media pages for your sweet 16 pool of candidates and eliminate half of them. Phew! Pretty tiring isn’t it?
Now you are down to your elite 8! You start scheduling phone screens. Part of your eight can’t make it during office hours because they have to work so you schedule them for an after hours interview which is inconvenient for you but what’re you gonna do? The other half sneak out during their lunch break and are distracted because they have to get back to work. Finally you narrow it down to your final four to bring in for face-to-face interviews. Two candidates walk through the door and you know within five minutes they aren’t a good fit for the job. Unfortunately you have to interview them anyway which means wasted time out of your day. The other two candidates are stars but after the interview you can’t quite remember how each candidate answered a particular question, plus, since you can’t decide, you want one of your colleagues to provide their valuable opinion as well. So you have no choice but to bring the candidates back in again for follow-up interviews with your colleagues.
Yay, more interviews! More time out of your day! Guess what, if this whole process hasn’t moved fast enough, your two star candidates might be taking jobs with other companies before you can get them in for the second interview. What a pain! After all this, is your position going to be as valuable to your candidates as a National Championship trophy?
Streamline your interviewing process and consider replacing your phone screens with more revealing video screens. They are recorded, you don’t always need be part of the process, they are easier to schedule, and you can easily share them with your colleagues. That’s right, no more bringing the candidate in over and over! Not only that but the ones you do bring in will be of definite interest to you because you saw them before the face-to-face interview and will able to determine their interest level and enthusiasm for the position.
Does your hiring process have all the stress of the NCAA tournament but with none of the excitement?