Current high unemployment levels may lead to an overwhelming number of applicants, but many employers are finding that the number of applicants qualified for their job opening is very low. Finding a "needle in a haystack" becomes more difficult as the "stack" grows. How do you practice applicant management through the seemingly endless pile of resumes to find “the one”?
C.P.R (Candidate Processing Relief) is an effective pre employment screening process to narrow down the large applicant pool. Here are the four steps you can use every time you have an open position:
1. Be specific and clear from the get-go: If you give a vague job description, you’re going to have a lot of under-qualified candidates applying for the position. List specific requirements that demonstrate you’re looking for a particular type of candidate. Use strong language (like "mandatory," "required" and "a must") that makes it clear your pre-requisites aren’t negotiable.
2. Raise the bar: A good way to find out who genuinely is interested in the position is to ask more of your applicants. For example, make it a requirement that candidates submit an analysis of your company’s website vs. a competitor’s. Test to see who has the work ethic to go the extra mile.
3. Skills vs. Industry: Once you’ve collected the resumes, first look at their skill sets as opposed to the industries they've worked in. It's easier to teach your next employee a new industry than a new range of skills.
4. Outsource: Small Business Specialist Katie Ford said, “The time that you invest in searching for the perfect candidate is much better time spent than having to manage through a bad hire.” Many businesses do not have the time to invest in their own search and their managers are not experienced in the qualifying and hiring process. Outsourcing the hiring process to a staffing firm experienced in identifying qualified candidates, will give you the right tools to find the right fit.
Contact us for more information about C.P.R. and customized staffing solutions!