Staffing open positions is not easy. Finding qualified candidates, reviewing resumes, and conducting phone screens and interviews are very time consuming activities. Let’s check with Joe and Wanda to find out their approach.
Joe Kerr: Our recruiting staff is brutal. We can’t seem to get qualified candidates. When by some freak of nature we do, I make my final selection in short order. I can size up a person in a few seconds. Haven’t picked wrong yet. Sure I’ve transferred a few, because they weren’t an exact match for the job, but I’ve never had to let anyone go! You can look it up.
Wanda B. Goode: I try to work closely with the recruiting staff. It’s important to educate them on the position requirements so they can find good candidates. It’s also important to work with the team. They frequently recommend quality candidates. As far as interviews go, we have a list of technical and behavioral questions for each job function. It’s important to maintain consistency. Not all team members have much interviewing experience either, so having a list of open-ended questions to guide the interviews is very helpful. Typically multiple team members and I conduct the interviews. We rate the candidates based on certain qualifications. We have a meeting to discuss and choose the candidate. Even with the best hiring practices, it’s impossible to pick a winner every time. We’ve just implemented a few things to improve our odds.