Page 54 - 100 - HR Management Manual

HR106 - Resume and Application Screening

Yellow Highlighted must be completed without fail.

Need ED’s and VP of Recruiting to determine which of these gray steps below will be feasible.

Our hiring procedure is a step-by-step system of DISQUALIFICATIONS. We start with a series of steps the
APPLICANT HAS TO COMPLETE before we spend our time. This eliminates a lot of applicants that are
either not serious, not very interested, or unwilling/unable to follow steps. This way before we spend
any of our time we know they are at least interested and willing to follow directions. We have a virtual
funnel they go through by asking them to jump through a few easy hoops. Those few that come out of
the funnel at the bottom

How:

1. Print “Resume Screening Form” found under “HR Manual”  HR Forms
and Spreadsheets.
2. Also print “Application Screening Form” found under “HR Manual”  HR
Forms and Spreadsheets.
3. Go through the list and the info below filling out the form(s) completely for
each applicant that is not a relatively immediate “No”. Use +/- or y/n or
check marks.
a. We are looking for choosing applicants with more “Yes’s” than
“No’s” or more “Yes’s” than other applicants. The “No’s” can be
yellow flags to ask further questions on. They could be a red flag
that may disqualify them.
4. After filled out paper clip it to the printed resume and job application to
keep in the “current applicants” folders.
5. Scan over the whole Resume and/or application quickly FIRST. Is there
something that stands out to you?
6. Use the ATS (Applicant Tracking System) to sort resumes and job
applications and declined applicants, etc. See separate procedure
“Applicant Tracking System”.
7. As of March 28, 2018, we invite ALL applicants to hiring seminars without
clearly obvious red flags (DVM applicant that’s not a DVM, drug felony
conviction, etc).
a. We do this because we will find those GREAT AND ENTHUSIASTIC
people with weak experience or weak resumes.
b. It gives us a chance to screen them quickly (5 minutes or less during
short interview).
c. It also gives a better impression showing all the applicants that we
have a lot of people interested in working with us.

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