You’ve received dozens of job applications and resumes. Use your pre-defined selection criteria to identify those applicants who have what it takes to excel at the job.
Too many applications? Learn how to identify your top candidates and create a short list of people you want to interview.
The Scout motto “be prepared” applies to interviews too! Get started by developing a set of questions, creating a rating scale, finalizing interview logistics.
Create a positive environment that encourages candidates to share their experiences so you can assess their skills and strengths.
Don’t just take their word for it: get a second opinion. Learn more about a candidate by talking to their references.
Thinking about doing an Internet search to learn more about a potential hire? Don’t do it!
It’s decision-making time. You’ve gathered data and done your homework – now you need to rate your candidates to identify the top choice for the position.
It’s time to make a job offer! You’ll also want to reach out to all those who applied to let them know that you selected someone else for the position.
Is your hiring process bias-free? Make sure the way you select and hire employees complies with legislation and is free of discrimination.