Planning the selection process

The most common selection process for all positions includes:

Reviewing applications and developing a phone screen short-list

Here are some things to look for when reviewing candidate applications:

  • Is the resume professional and well-formatted? Are there spelling mistakes?
  • Does the applicant have the education, qualifications, and experience required to perform the job?
  • Did the candidate take the time to include a tailored cover letter?
  • Are there any gaps in employment?
  • Has the candidate changed jobs frequently?

Conducting phone screens

After you have reviewed candidate applications to create a shortlist, the next step is to conduct phone screens. Phone screens are meant to confirm that candidates meet the key job requirements and allow you to address any potential red flags in the resumes, such as gaps in employment or frequent job changes.

Common questions you can ask during a phone screen include:

  • Why are you interested in the role?
  • What do you know about the organization?
  • What are your salary expectations?
  • When are you available to start?

Selecting an interview panel

Engaging other people in a selection process can be beneficial. You may want to include a senior staff member, a board member, and a potential co-worker, for example. When you invite panel members to take part, let them know how much time it will take and their role.

Their contributions can include:

  • Preparing interview questions.
  • Participating and note-taking in interviews.
  • Assessing each candidate against the selection criteria.
  • Providing input about the final selection.

When working with a selection panel:

  • Give panel members copies of the candidates’ resumes, a copy of their phone screen answers if applicable, and any other information the candidate provided.
  • Prepare for interviews by clarifying which panel member will ask each question.
  • Share all materials related to the hiring process (announcement and job description, selection criteria, template for assessing candidates, etc.).
  • Ensure all panel members introduce themselves and why they are participating in the interview process to help give your candidate context.
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