Question: What are your criteria for screening applicants?

Effective applicant screening is a crucial step in the hiring process. Identifying the right criteria ensures that you attract candidates who not only meet the technical requirements of the role but also align with your company's culture and values. Create a map of must-have and preferred skills and use a scorecard to ensure you move forward with the right applicants.

Thought: If you're not checking references correctly, you're wasting your time.

References are a valuable tool but they should be used judiciously and correctly. First, only request references if you are seriously considering the candidate for the job. Additionally, to ensure authenticity, it is recommended to call the company where the reference works rather than relying on a cell number. References can be easily faked. Take steps to ensure you are talking to someone who actually worked with the candidate.

Tip: The pre-screening pre-screen

Did you know that Indeed allows job seekers to auto-send resumes to job posts that match their desired job title? That means that some candidates don't review your job description before applying... and that means they might not even be interested in your company... and that means you're wasting your time reviewing their resume.

One simple request can help to weed out those who are applying without genuine interest: Ask candidates to email one or two sentences explaining why they are interested in the position.

While this can be done in the job description, I prefer to send this request (via auto-response, if possible) to candidates after they send a resume.

Clearly state that this is required prior to reviewing their resume but be respectful not to ask too much from applicants before you show an interest in them. Their time is as valuable as yours.

By incorporating this step, you can focus on candidates who are truly interested in your organization.

Personal Update: In case you missed it

I turtle-sat last week! Jamie, my sister's box turtle, has been in the family for over 22 years (she came fully grown), and has a considerable demand for attention and a surprising level of curiosity about ... everything.

Rex spent some time showing her the ins and outs of grabbing my attention and how to efficiently sneak in naps during the work day.

She's back home now and the office feels a bit - quiet without her.

What is your biggest challenge with hiring?

What specific operational challenges are you currently facing that you'd love to see covered in future newsletters?

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