The Changing Interview Process:
Recruiters Find New Ways to Screen and Select Candidates
By: Christine Hirsch

In today's labor market, recruiters can afford to be more selective. However, having more candidates in the labor pool has hardly made life easy for recruiters. In many ways, the abundance of qualified and overqualified talent has made the hiring decision more difficult. In order to better differentiate between candidates, recruiters are tailoring the interview process more and more. Gone is the behavioral interview. In its place, recruiters are using rigorous prescreening processes and multi-tier interviewing techniques that include cases, puzzlers, and psychological testing.

Candidate "prescreening" has grown tremendously in the past few years. The basic goal behind prescreening is to gauge candidate fit upfront. Firms ask candidates direct questions about their skills, experiences, and interests over the telephone or online. This process saves valuable staff time. If the system is well designed and deployed, prescreening will almost always reduce the time needed to process candidates. Although prescreening can effectively weed out unqualified candidates, this method generally lacks the accuracy needed to differentiate between average and great candidates.

Read Christine Hirsch's full article on interviewing
http://www.RecruitersWorld.com/articles/rw/christine/interviews.asp

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