It’s time to review those resumes. You should already have a written profile identifying the characteristics of a person who would be well-suited for the position you are needing to fill. In addition, a written job description should be available for the interview. The goal is to determine how closely each candidate’s qualifications, experience, and interests align with the nature of the job and its requirements.
“A” candidates meet all criteria. “B” candidates meet a majority of the criteria. “C” candidates do not meet any criterion. Take a deeper look at resumes in the C stack for anything outstanding that would move them to the B pile. Then begin calling, starting with your A list and moving to B. You should have screened out approximately half of the initial resumes received (the C pile).
The second part of the call will be used to gather information to determine whether or not you want to set up an in-person interview with the applicant. You will need to ask a few qualifying questions. This might include:
• Work schedule availability
• Reliable transportation to the job location
• Enjoyment of physical activity and working out in the elements
Follow the same script for each candidate you call. After confirming the candidate’s availability, interest, and reliability, discuss expectations, such as completing training and the pay scale, including bonuses and opportunities for advancement.
Some companies also have a short behavioral survey that they want prospective employees to complete either before the first interview or before a second interview.
Especially for customer service positions, do not be surprised if only 50 percent show up to the in-person interview. This is normal in the car wash industry. Approximately half of the candidates will be screened out at every stage of the hiring process. For example, if 60 resumes are received, you will screen out 30. Of the 30 remaining to be called, you will offer in-person interviews to about 15. Of those 15, eight may show up to the interview. Actual hires may be two or three people. This is normal for a large group of prospective candidates and is necessary to ultimately determine the best people for the job.