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Selecting the Best Candidate: Successfully Screening Resumes. Voices of the Staff Conference for Supervisors June 26, 2009 Deborah Orlowski, Ph.D. orlowski@umich.edu. Employee Selection Process . Position Analysis Develop and Post Position Determine Selection Criteria

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selecting the best candidate successfully screening resumes

Selecting the Best Candidate: Successfully Screening Resumes

Voices of the Staff Conference for Supervisors

June 26, 2009

Deborah Orlowski, Ph.D.

orlowski@umich.edu

slide2

Employee Selection Process

  • Position Analysis
  • Develop and Post Position
  • Determine Selection Criteria
  • Decide Upon Interviewing Process
  • Read Resumes
  • Conduct Interviews
  • Check References
  • Make the Offer
position analysis
Position Analysis
  • Organizational issues
  • Present/future departmental needs
  • Defining position duties
  • Career navigator
  • FLSA compliance
department qualifications
List of skills sets of ideal candidate

Based on competencies needed for position

Note:Each department has their own minimum

qualifications that can be used as a screening tool.

Department Qualifications
selection criteria
Selection Criteria

Definition: Skills, knowledge and attributes needed for the job.

  • Guides determination of which candidates meet qualifications
  • Established before position posted
  • Relevant, understandable, defensible
  • Aligns with job posting
  • “Extent and Relevance of….”
  • Documents how decisions are made
  • Also in line with UM Core Competencies
um core competencies
UM Core Competencies
  • Advancing the Mission
  • Building Relationships/Interpersonal Skills
  • Communication
  • Creative Problem Solving/Strategic Thinking
  • Development of Self and Others
  • Leadership/Achievement Orientation
  • Quality Service
  • Adapting to Change
create assessment grid
Create Assessment Grid

Individually:

  • Decide which job you wish to focus upon

In your group:

  • Look at your job posting
  • Using the grid given to you, fill in 3 quantitative and 3 qualitative requirements for your job.
  • When asked, share with rest of class
structure the process
Structure the Process

Develop process and follow uniformly

  • Who’s collecting resumes /designing process?
  • Who’s reviewing resumes?
  • Timeframe
  • Base review on selection criteria, which is based

on job description/competencies

  • Decide on key 3-5 must have competencies
  • Assessments sheets for each team member
for the team s consideration
For the Team’s Consideration
  • Give time adequate time to review resumes.
  • Review - “yes,” “no,” or “maybe”—based on the criteria in the assessment grid.
  • Keep in mind when reviewing resumes:
    • How do qualifications map to the requirements in the job description?
    • What is the candidate’s work history? Linear, side-steps, quick, slow?
    • Red flags ?
    • Will candidate fit into organization?
review the resumes objectively
Review the Resumes – Objectively!
  • Create grid to assess resumes: competencies, accomplishments, experience, education, other
  • Screen to include, not exclude
  • Consider AA goals if any
  • Focus on qualifications related to essential tasks
  • Be wary of gaps, sloppiness
  • Look for length of time in various positions
  • Do not read anything into the resume
  • Make sure biases aren’t influencing selection decisions
resume review meeting
Resume Review Meeting
  • Compare resumes in the “yes” pile -- same resumes?
  • Agrees on those not right for the position.
  • Discuss pros and cons of “yes” or “maybes.”
  • Goal is 8-12 candidates to phone screen or interview
  • Phone interviews save time and money by eliminating questionable candidates
assessment grid
Assessment Grid
  • Use the selection requirements
  • Job criteria in the left-hand column & top 5 – 7 characteristics of ideal candidate
  • Rate candidates: do skills & experiences exceed, meet, or don’t meet criteria?
  • Ranking scale 1 – 5, with 5 being the highest
  • Compare totals to rate candidates against one another
resume choosing exercise
Resume Choosing Exercise
  • In your groups, complete the Assessment grid for each candidate
  • Of the candidates presented, choose one candidate to bring in for an interview
  • Be prepared to discuss why you chose the candidate you did
slide14
Processes in this presentation were developed jointly by the University of Michigan’s Staff HR and Human Resource Departments.

The Assessment Grid was inspired by Bridgestar, an Initiative of the Bridgespan Group and found on the Bridgstar website at www.bridgestar.org.