Finding the best person to fill a job vacancy is never an easy task for hiring managers. With the number of applications they have to sort through, the process for selecting an applicant can be overwhelmingly time-consuming.
Shawn Boyer, chief executive of SnagAJob.com, says hiring managers can find the perfect candidate for hourly jobs by using the right filtering techniques during the application process.
“You must ask the right questions that pertain to your unique business, a step that will require a bit of work on the front end,” Boyer says.
SnagAJob.com is a leading online resource for hourly employment. The site helps candidates find jobs in the service industry, including hospitality, casual-dining restaurants, retail and customer service.
Boyer says that managers have to do their homework if they want to find a person who is the right fit for their company. Part of that includes developing assessment questions that are general enough to attract a wide pool of applicants but are also phrased to draw out specific qualities in a candidate.
“Simple steps like coming up with the right mix of questions will save your company time and money in the long run,” the CEO says. “Filtering will dramatically reduce fruitless interviews with ill-suited applicants and allow you to focus on what's most important: running the business.”
Formerly a duty that was relegated to human-resource departments, with companies downsizing, the burden for selecting qualified candidates to fill open positions also now falls on managers. Heavier workloads caused by work-force cutbacks leave hiring managers with less time to sift through each application, let alone interview job candidates. So every minute counts.
“HR professionals and hiring managers need to consider how to quickly identify the best candidates for the job,” Boyer says. “Every employer should include filtering practices in their overall hourly recruitment strategy. . . ways to ‘weed out’ candidates who do not meet the mark.”
Boyer offers several key questions that should be answered during the application process. They are: What experience level does someone need for a given position? Are there industry-specific concerns to address? What kind of applicant is needed for the culture/atmosphere you foster? From a logistical standpoint, do you need to consider a candidate’s availability to work a certain shift?
Another concern that hiring managers must address is whether to choose someone overqualified or underqualified for the position if the perfect candidate hasn't been found.
The candidate with a wealth of skills and expertise may leave the job sooner than you’d like, to take a higher-level position at another company, Boyer points out. Conversely, hiring someone who is less than qualified could require extra training time and slow the rest of the staff down, he says.
“In the end, you want the best candidate for the job,” Boyer says, “which is why it’s so important to refine your criteria.”