“Screen In, Not Out”

Debra J. Parent, PHR, SHRM-CP, CHHR

President, DJP Right Fit Recruiting, LLC

How you think about the process of assessing candidates impacts the success you will have in effectively and efficiently filling your open positions. Too often, managers, or business owners, review candidate resumes, and quickly “screen them out” of the running for two common reasons:

How you think about the process of assessing candidates impacts the success you will have in effectively and efficiently filling your open positions. Too often, managers, or business owners, review candidate resumes, and quickly “screen them out” of the running for two common reasons:

1. Lack of direct experience
2. Lack of industry experience

Using this philosophy will tend to reduce the number of potentials you will be able to select from. When you recruit, you want to select from the largest pool of potentials, not the smallest.

At Right Fit Recruiting, LLC, we assess a candidate with a different eye. When we review candidates, we look for the possibilities, not limitations or “cut outs”. What we look for in a candidate is evidence of:

• Advancement or progression in their past employment,
• Loyalty towards an employer
• Initiative
• Continuous learning
• Professionalism

The only real way to know more about a candidate, is to talk to them. Many times, candidates are rejected after a cursory review of their resume. That can be a loss.

In interviewing, look for the traits, behaviors, and characteristics of top performers. Top performer traits may include: problem-solving ability, attention to detail, work ethic, interpersonal skills, maturity, emotional intelligence, integrity, willingness to take ownership, a sense of urgency, and motivation.

These are the traits we are looking for in a candidate. If a candidate does not have direct relevant experience performing the tasks expected on the job, they may have other experience where the skills they have acquired are transferable. Skills and task completion can be taught, but candidates must inherently possess the top performer traits.

Identifying candidates who are authentic is also key. Is the candidate credible, truthful, open, transparent and forthcoming with their answers. Are their answers consistent? Do they make sense?

When you are screening candidates, change your mindset to “screening in” verses, “screening out”. You may be surprised at the candidates who you bypassed, who could have added great value to your business. I have seen companies chose a candidate who has direct industry and job experience, only to discharge that employee within the year due to a lack of the traits, behaviors, and characteristics consistent with a top performer. It is advantageous to hire the individual who has demonstrated evidence of top performer traits, and train that individual on the job functions and industry, as that is the type of individual who will be loyal to the company, and who will succeed.