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Through the looking glass: prospecting a client through a different lens

The process to recruit a new hire must be able to accurately gauge their potential success based on the objectives of the company and the available position, whether it be through an in-person, phone or video interview. This can be achieved through either a two or five-step process.

The use of a two-step recruitment process is quick and simple. Screening the resume followed by an in-person interview is the best way to find a suitable candidate in the least amount of time since it requires little back and forth between the organization and potential employee. Two-step hiring also allows for a candidate’s on-boarding process to be streamlined in a time-efficient manner.

This type of recruitment process is best suited for quick hiring needs and helps distinguish warm versus hot leads. However, this process lacks the substance required to properly vet a large pool of seemingly quality recruits since the speed of hiring for an open position poses threats of under-qualified applicants.

In contrast, the five-step hiring system begins with a resume screen and is followed by a phone interview, video interview, in-person interview and finishes with on-the-job skill testing. This process is best used for positions that require deeper skillsets than average, allowing for interviewees to highlight their abilities over a lengthened period of time.

The five-step system is also ideal for positions with large applicant pools as each step in the hiring process will naturally separate top candidates from average candidates and grants hiring managers the time needed to properly evaluate a candidate’s potential and organizational fit. While this process allows for an in-depth evaluation of a future employee, it can be deemed too lengthy, causing candidates to lose interest and abandon the hiring process all together.

Not all hiring methods are the same, choose one that works best for the organization that will set you apart from your competition.

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