10-Step Process To Screen Job Candidates
August 31, 2017 THE NONPROFIT TIMES
With a glut of applicants and a dearth of job openings, hiring can be an intense process, on both sides of the desk. The people doing the hiring want to do the best they can, understanding that a good hire can be a blessing but a mistake can be disastrous.
- During a Nonprofit Risk Summit, Erin Gloeckner and Melanie Lockwood Herman of the Nonprofit Management Risk Center offered a 10-step process for screening potential employees.
- Define the position. This includes asking why the position is needed and what the objective was when it was created;
- Determine qualifications. This can include general qualifications or expectations that the organization sets for all staff;
- Set the selection criteria. Think of: must-have vs. nice to have, related to mission vs. completely irrelevant;
- Create the application. The goal is to help evaluate qualifications and relevant experience;
- Conduct interviews. Be aware of what questions cannot be asked;
- Check references. Be aware of laws covering applicants with criminal histories, credit checks and material available on social media sites;
- Conduct background checks. See ideas five and six;
- Make the selection decision. Keep information confidential;
- Provide training; and,
- Complete an introductory period of employment.