Preselect candidates:

Once you've received the resumes and sorted first to keep only the interesting candidates, the next step is to pre-screen. The more rigorously you complete this step, the less time you will spend at the interview stage.

Here's how you can pre-screen candidates before the interview.

Email or Phone: Contact applicants for more information and see if it is worth giving them an interview. You can also check if they are really interested in the job.
Standardized Testing: Test administration can help you identify candidates whose skills, talents or values ​​are closest to your ideal. These tests can assess cognitive skills, emotional intelligence, personality, work preferences, and so on. They should be administered and interpreted by licensed external and internal professionals and may be offered by specialized companies (who may also provide online testing). Service Canada provides useful information on worker assessment tools.
Portfolio: A preliminary review of past achievements of candidates can be a great way to assess their skills and determine if they fit with your business. Ask the candidates to send you their portfolio to get an idea of ​​what they are capable of doing.

Meet the best candidates in interview:

The interview is an opportunity for you to confirm the titles and qualifications of the candidates, to determine if the position really meets their expectations and to see if they fit with the culture of your company.

There are two common types of interview questions:
Behavioral issues

These questions make it possible to predict the candidate's future behavior by asking him about his past behavior. They can help you evaluate things like self-confidence, creativity, and problem-solving skills.
Situational issues

These questions relate to hypothetical situations that the candidate may face in the course of his duties. They can help you evaluate the person's knowledge, skills and work methods. Use questions such as "What would you do if ...?" Or "How would you do it ...?"

Do not ask questions about the personal interests of candidates. They may deflect the interview or annoy people who do not want to mix their work and their private lives.

To help you make a decision, you can create a scoring system or an analysis grid to compare and rank the strengths and weaknesses of the candidates for the position. Visit the MaRS website to learn how to design an interview evaluation template.

Offer the job:

Once you have made your choice, call the successful candidate to propose the position. If necessary, give him a few days to think about your proposal. Once the offer has been accepted, it is customary to send the successful candidate a letter.

About The Company: IN2 Staffing Solutions was established in 2000 by Victoria Burakowski, she leads an experienced team of consultants. Her team is dedicated to ensuring that their clients receive an outstanding service. At IN2 Staffing Solutions our candidates bring in more than their skills, training and enthusiasm. They bring you workforce flexibility by offering extra people only when you need them.