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.