For screening out unqualified
candidates in a fair and undiscriminatory manner recruiters can
follow some steps :
- Making it very clear about what
special skills are required for applying for the job at the top of
the advertisement makes it easier for applicants to apply
accordingly. It makes it clear to the applicants that if they lack
those skills they need not apply at all.
- Recruiters can ask applicants to go
through a video interview which would be sent to them. This will
help recruiters to cross examine the applicants and cut down on
some applications.
- Including questions that can help
recruiters cut down on number of applicants can help solve the
issue. recruiters can ask questions like years of experience a
applicant may have, his highest educational qualification and the
likes.This helps in narrowing down applicants to who meet the
minimum requirement.
- Recruiters can go ahead and check
their social networking sites to know what kind of person the
applicant could be. This gives an approximate idea to the recruiter
about the applicant and helps in cutting down on applications.
- Automating the system to do the
screening out of applications can help a big deal. Artificially
intelligent machines can help by identifying some key words or
sentences in the resume and screen out candidated based on their
relevance to the job advertisement.
SOME ERRORS THAT AN INTERVIEWER MAY
COMMIT:
- An interview is a process which can
give lots of information about what kind of person the candidate
could be. So, asking the right questions to the
applicant and not beating around the bush would be the right thing
to do. If irrelevant and bad questions are asked it gives wrong
information about the applicant and hiring such a candidate would
eventually be a bad hire.
- Interviewer should cross check the
references given by
the appliant to know about the performance and nature of the
candidate. It could be vital information from an ex employer missed
out while hiring leading to hiring error.
- Making asumptions based on the past
employment or any personal information provided by the applicant
could lead to loosing out on well qualified candidated for the job.
This can also be considered as discrimination by employer.
- Drawing conclusions based on first
impression could be a wrong thing to do. For example, If first
impression goes wrong, could be hand shake, appearance or being
late, asking questions and taking decisions based on the impression
created could lead to wrong/ miscalculation about the candidate and
sometimes lead to loosing out on the right candidate for the job
profile.
- Rushing through the interview could
make the interviewer miss out on important information about the
candidate. The complete process of hiring needs to be done
patiently and has to be a time consuming process. Going through the
process very fast could lead to wrong hiring.
- Discrimination while hiring could
lead to serious legal implications and interviewers need to be
aware about what behaviour or decisions can drag them into legal
problems. Different countries have different laws regarding errors
committed while hiring. These could be anything from personal
appearance, race, ethnicity, gender, age, disability, religion,
marital status, single parent, if they have children, how many
children. decisions taken based on these factors and discrimination
felt due to the same can be disasterous for the employer/
interviewer.
- letting social media profile decide
employement chances. The digital world has footprints of almost
everyone today and many employers use this trick to assess
candidates. But, discriminating someone wrongly could lead to legal
implications.
- Employers should be aware of laws.
Not knowing the laws is not an excuse or exception to commit the
error.
- Laws differ in different countries.
In USA, the ADA( Americans with Disability Act ) protects people
from facing discrimination due to their ability during
employement.