Assessing the applicants
Once people start applying for your job posting, it's time to assess your job applicants
and find the best hires. Here are the essential steps you need to take. Gather all the applicants' data
Apart from your applicants' CVs that showcase their education, skills and experience, you can ask for letters of recommendation, cover letters, reference lists, educational transcripts, certifications, and other supporting documentation.
That all depends on the job and your preferences, but a resume is the most important document you need. Gather all the necessary data before you start your assessment, which is something that your ATS will help you with. Go through each application thoroughly
Don't skimp on the applications you receive, because you may miss important information that may expedite your recruitment process. Read everything thoroughly and consider every little detail in order to properly evaluate your applicants and make the right decisions. The second you find something you don't like, reject their applicant
Don't waste time on mediocre applicants or those who're not a good fit for a particular job position. If you identify something as a deal breaker, simply move on to the next applicant. Otherwise, you would waste both your and your applicants' time. Reject the unqualified applicants and narrow down your list, and you'll be left with only the top candidates. Create a shortlist and schedule online interviews Shortlisting your candidates
will simplify your hiring process in that it will help you identify the best fits for your company. It will help you pick those applicants who you actually want to talk to in an interview. To create a shortlist, use all the required criteria for the job position, including the candidates' education, knowledge and skills, work experience, personality traits, and competencies that make them stand out. Select the best of the best
Once you create a shortlist, you'll be able to pick the top candidates for the job. Select only the best of the best, and go over all the data again to make sure you've made the right choices. Respond quickly
Getting in touch quickly with your top job candidates to schedule an interview is crucial, because they won't wait forever for you to respond. A better opportunity may arise, pulling them away from your brand and into the arms of your competition, so call or text them as soon as you can.
Don't forget about the other applicants who didn't make the cut, though. Getting back to each of them means showing respect and being professional. Perhaps some of them would be a great fit for your company for some other job role later on, so it's good to build great relationships. Be mindful of their time zones
When scheduling online interviews, don't forget to check where your job candidates are currently located. Some of them may live on the other side of the world, so choose a time that will be convenient for both of you. Schedule all interviews in one week
Having all the interviews in one week will speed up your hiring process, because you'll be quickly done with all the questions and getting to know your job candidates, so you can spend the next week carefully reviewing everything.
This is also crucial because the candidates that you interviewed first won't wait long for you to get back to them. You'll be able to contact each candidate in a timely manner and get on with hiring those you've ultimately chosen.
As you can certainly see, using Craigslist to hire hourly workers is incredibly easy. It takes a bit of effort to optimize your job postings, but it's completely worth it, because that's what will help you attract the right talent pool.
Visit Craigslist right now, set up your account, create an effective job posting, and follow all the aforementioned tips for assessing your job applicants and choosing the best candidates who will fit perfectly with your brand and corporate culture.