Keeping up with resumes, phone interviews, 1st interviews and Candidate Assessment reports is a chore. Simple, easy tip. Set up an e-mail box just to receive resumes. It’s not that hard. Contact your e-mail provider and have them set up an e-mail box – Sales@company.com Then use the automation to have your candidates take the assessment as the first step of the hiring process.
*Just a side note on this Candidate Assessments and EEOC. EEOC states if you use a candidate assessment then you must use it as soon as the candidate becomes a candidate. In today’s world that is when the resume e-mail is opened. If you use a candidate assessment at different places in your hiring process you are subject to liability for a discrimination lawsuit.
If you use a candidate assessment in the final phases of your hiring process, you are in double jeopardy.
1. If you like the candidate, you don’t want to believe the findings of the Candidate Assessment, and you think you know better than decades of research. Sorry to be blunt here but… WRONG! Just recognize you are wearing rose-colored glasses.
2. Why spend all that time reviewing resumes, scheduling the phone screen, doing the phone screen, scheduling the first interview, dong the first interview, scheduling and doing the second interview, talking to your colleagues about the candidate, getting hyped up that this might be the one, then finding out at the 11th hour the candidate is not really who you thought they were?
If you use a test use it at the front end of the hiring process and automate that to save tons of time and effort. Below is an infographic to show how to save 20 hours. Automation is a big part of this.
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