I wonder how many names will be on this referral list? (This is the first of three posts on how I conduct the IT interview).
THE DISCUSSION
My last hiring action had 97 names. I was told of one action in a sister unit that had over three hundred names. At my last company my lists would routinely hit 100 plus. We had an open requisition for the Helpdesk and we routinely received up to 20 per week. And these are just the names that get past Human Resources. A coworker actually asked how long it would take to interview 97 people. Well, since my interviews typically last over an hour how about 97 hours. Probably not the best of ideas.
There has to be a better way to trim down a long list of resumes to that top 10 or so names to actually interview. It’s pretty simple for me. I use the attached Evaluation Criteria spreadsheet to rate specific factors I am looking for in a candidate. I’ll add and change factors depending on the vacancy. I can also rate specific criteria separately if needed. For example if you were hiring a manager you could sort on the Management Experience line and look at the top rated in that field.
Remember, tweak the factors depending on the opening.
THE ACTION
-Determine the criteria factors you will need for the open requisition. Download the Evaluation Criteria worksheet here.
-Update the worksheet with your factors.
-Weight those factors you think are more important. On my sheet I rated Management Experience, Project Management, and IA Background as times 2 factors.
-Read each resume. Fill in that candidates name and rate each factor. One is “Low” and 5 is “Most”.
-Multiply those weighted factors with the correct weight.
-Sort by total points or any factor to determine those top 10 you want to interview.
Hint: I keep all factors on my worksheet and only rate those factors that are generic to the position I am hiring. For example if the position was non management I would leave the management related fields blank.
-DO IT NOW AND ENGAGE-
Evaluation Criteria
{ 1 comment… read it below or add one }
Nice Blog Eric. Now get to work!!!
Brie