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Continuing from last week, here are steps 3, 4 and 5.

Step 3. Short List the Candidates

The third step is to shortlist the recruited candidates.

If you use an employment agency, they’ll handle the first round of short-listing.

But if you’re recruiting, then you need to shortlist the pool of candidates for the interviews. If you’re the business owner or office manager, you might be the one handling this human resource function.

Better still, there is a simple short-listing template coming up in a blog post. An admin-assistant can handle the short-listing.

Step 4. Maximise the Interview Event

Fourth comes the interviews, something you’ve been building up to.

In a short time, within an hour or less, you need to spot and select the right person. You can well imagine, the more preparations you’ve made, the higher the chances of finding a good fit.

The person you want and for that person to want to work with you. It works both ways.

Have two people carry out the interview—the hiring manager and the line-manager. If there is no line-manager, then have a second person (perhaps the office assistant) make the pair. A second opinion helps moderate the selection.

Step 5. Contact the Candidates

Fifth step, contact the candidates. Why is contacting the candidate a step by itself?

Because the interview starts when you make that first contact—not when the candidate first walks into your office.

There is a method to making first contact—something that most hiring managers ignore. More of this in later blog posts.

In the next post, we conclude this 3-part series with steps 6, 7 and 8.

Copyright @ Eric Alagan, 2019