Companies often have a very structured and consistent process when it comes to hiring; typically using the exact same interview questions for everyone.  There are better options.

In fact, from our research, we have found most companies do not differentiate between their high and low potential candidates when it comes to the process they use to make decisions.  Many companies spend too much time with low probability candidates and not enough time actively recruiting their higher probability candidates.

Obviously all candidates can’t be processed through a lengthy interview, or if they are that company is spending way too much time and resources on their process. Adding in pre-screeners initially will determine who has the highest probability of success and thereby your efforts can be more heavily focused on those individuals. And we have also found in our research it is essential to properly communicate your employee value proposition early in the process, so each prospect understands what your organization offers him/her.

New technology systems are out there to allow for this to happen quite easily.  Imagine a pre-defined structured interview that is delivered using video via the internet.  Candidates answer pre-defined questions and based on their answers are presented only information most relevant to them.  Don’t waste the candidates time selling them on health benefits if that’s not of interest to them.  Likewise for the individual interested in career development in an organization – make sure they get the information on your company’s career development differentiators.  Again, all this can be done in an automated fashion.  Not only does this system allow you to pre-screen and prioritize who you should speak to in much greater detail, it does an excellent job of “recruiting” the candidates that you are most interested in by showing them your value proposition very early in the recruiting process.

Click to see a brief demonstration of what I’m describing.