#NextChat: How Do You Look Beyond the Resume?

In a recent Business Insider article, Jeff Haden put the pressure on interviewers, rather than the interviewee, to find the right candidate.  Employers often rely on the interviewee to do all the work – prepare, impress, and seal the deal.  Interviewers can turn the process around and proactively find the candidate that his or her organization needs by looking beyond just a resume.
 
The Daily Muse on Mashable offers crucial steps can be taken by the interviewer to find the ideal candidate fit for the company.  This can include steps such as paying attention to the amount of effort a candidate puts into the application process, going beyond “typical” questions in an interview, taking advantage of references provided, and possibly even having a trial period to ensure a cultural fit.  
 
Employers can also get to know the candidate better by fully preparing them for the interview.  Giving the candidate information about what to expect can make them much more comfortable, resulting in a more natural and accurate interview.  The employer should also prepare for the interview by fully reviewing the candidate’s history, and preparing questions that are tailored for the candidate’s specific interests and skills.
 
When you hire someone into your company, what do you do during the hiring process to guarantee that the candidate you select will be a good fit for your company? How do you find out more than what’s just on a resume?
 

Please join us at 3 p.m. ET on July 31 for #Nextchat with special guest Curtis Midkiff (@SHRMSMG).  We'll discuss how employers can look beyond the resume to find the right employees for your organization.  We'll discuss the following questions:

Q1. How much research should you conduct on a candidate to prepare for an interview?
 
Q2. How do you “get past the polish” and really get to know candidates during an interview?
 
Q3. What methods do you use to determine if an applicant is a good fit for your company’s (and your team’s) culture?
 
Q4. What methods do you use or what questions can you ask to get around canned responses?
 
Q5. How can you optimize an applicant’s references to get the information you want – legally?
 
Q6. Is it a good idea to allow other team members to interview the candidate as well? Why/Why not?
 
Q7. What are the advantages/disadvantages of trial periods for potential new hires?

 

The SHRM Blog does not accept solicitation for guest posts.
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