Headhunting involves actively seeking out candidates rather than waiting for them to apply. Here are some best practices:
Once you have started to get applications from applicants, a thorough screening process and shortlisting of prospects will help you make the most of your time spent with the most qualified ones.
Automated screening quickly filters out unqualified candidates, saving time for manual review. This allows the manual process to focus on the most promising candidates, ensuring the best ones are considered for further evaluation.
like qualifications, location, experience, and skills. Either use job board or use an ATS such as whitecarrot. Here are some questions for {role_name}
Analyze the skill test data to automatically shortlist top-performing applicants. (recommended screening test time - 15 minutes). Here are some skill test questions for {role_name}
Test knowledge of growth marketing. Some sample questions:
Evaluate in-depth understanding of data analysis.Some sample questions:
Assess knowledge of performance marketing. Some sample questions:
Note - Auto reject candidates if scores less than 70% in this section
Use tools like hirevue, whitecarrot.io to ask candidates pre-recorded questions about their experience and skills.
Use sample question given in scorecard.
Collect data from shortlisted candidates, such as salary expectations and visa status.
Thoroughly review the CVs of the top scoring candidates from the automated process
Look for evidence of the required skills, experience, and achievements
Review the candidate’s portfolio or GitHub repositories to see examples of their work.
Use a tool like calendly or whitecarrot to allow candidates to self-schedule calls based on your availability
Confirm the call details (date, time, dial-in info) with the candidate via email
Use scorecard for rating candidates for recruiter
Sample scorecard :
Check for consistency in responses from the candidates.
Record such scorecards in an ATS like whitecarrot or use google doc