Engage Multiple Screeners:<\/b><\/h5>\r\n\r\n \t- Have at least two people independently review applications to reduce individual bias and ensure consistency.<\/li>\r\n<\/ul>\r\n<\/li>\r\n \t
- \r\n
Use Pre-Determined Criteria:<\/b><\/h5>\r\n\r\n \t- Base evaluations on the selection criteria outlined in the job posting.<\/li>\r\n \t
- Consider diverse qualifications, including non-traditional pathways such as lived experience or volunteer work.<\/li>\r\n \t
- Do not overlook applicants who have gaps in their employment history due to reasons such as caregiving responsibilities or medical leave.<\/li>\r\n<\/ul>\r\n<\/li>\r\n \t
- \r\n
Standardize the Process:<\/b><\/h5>\r\n\r\n \t- Spend an ample amount of time reviewing each application (eg. twenty minutes per application).<\/li>\r\n \t
- Use a scoring rubric or evaluation matrix to objectively compare candidates. For guidance, refer to this template.<\/a><\/li>\r\n \t
- Screeners should document their evaluations and decisions for transparency and compliance.<\/li>\r\n<\/ul>\r\n<\/li>\r\n \t
- \r\n
Select Candidates for Interview:<\/b><\/h5>\r\n\r\n \t- Interview all candidates who meet the selection criteria. If you have more candidates who meet the criteria than you can feasibly interview, base decisions on the scoring rubric.<\/li>\r\n<\/ul>\r\n<\/li>\r\n \t
- \r\n
Build Trust Through Transparent Communication<\/b><\/h5>\r\n\r\n \t- Inform candidates promptly of delays in processing applications.<\/li>\r\n \t
- Provide follow-up feedback to all applicants, not just those who advance to the next stage. Ensure feedback is specific and constructive.<\/li>\r\n<\/ul>\r\n<\/li>\r\n<\/ol>","rendered":"
![\"\"](\"https:\/\/pressbooks.bccampus.ca\/hiring\/wp-content\/uploads\/sites\/2249\/2024\/07\/3-1-e1734157223614.png\")
<\/p>\n
\n- \n
Engage Multiple Screeners:<\/b><\/h5>\n\n- Have at least two people independently review applications to reduce individual bias and ensure consistency.<\/li>\n<\/ul>\n<\/li>\n
- \n
Use Pre-Determined Criteria:<\/b><\/h5>\n\n- Base evaluations on the selection criteria outlined in the job posting.<\/li>\n
- Consider diverse qualifications, including non-traditional pathways such as lived experience or volunteer work.<\/li>\n
- Do not overlook applicants who have gaps in their employment history due to reasons such as caregiving responsibilities or medical leave.<\/li>\n<\/ul>\n<\/li>\n
- \n
Standardize the Process:<\/b><\/h5>\n
Use Pre-Determined Criteria:<\/b><\/h5>\r\n\r\n \t- Base evaluations on the selection criteria outlined in the job posting.<\/li>\r\n \t
- Consider diverse qualifications, including non-traditional pathways such as lived experience or volunteer work.<\/li>\r\n \t
- Do not overlook applicants who have gaps in their employment history due to reasons such as caregiving responsibilities or medical leave.<\/li>\r\n<\/ul>\r\n<\/li>\r\n \t
- \r\n
Standardize the Process:<\/b><\/h5>\r\n\r\n \t- Spend an ample amount of time reviewing each application (eg. twenty minutes per application).<\/li>\r\n \t
- Use a scoring rubric or evaluation matrix to objectively compare candidates. For guidance, refer to this template.<\/a><\/li>\r\n \t
- Screeners should document their evaluations and decisions for transparency and compliance.<\/li>\r\n<\/ul>\r\n<\/li>\r\n \t
- \r\n
Select Candidates for Interview:<\/b><\/h5>\r\n\r\n \t- Interview all candidates who meet the selection criteria. If you have more candidates who meet the criteria than you can feasibly interview, base decisions on the scoring rubric.<\/li>\r\n<\/ul>\r\n<\/li>\r\n \t
- \r\n
Build Trust Through Transparent Communication<\/b><\/h5>\r\n\r\n \t- Inform candidates promptly of delays in processing applications.<\/li>\r\n \t
- Provide follow-up feedback to all applicants, not just those who advance to the next stage. Ensure feedback is specific and constructive.<\/li>\r\n<\/ul>\r\n<\/li>\r\n<\/ol>","rendered":"
<\/p>\n
\n- \n
Engage Multiple Screeners:<\/b><\/h5>\n\n- Have at least two people independently review applications to reduce individual bias and ensure consistency.<\/li>\n<\/ul>\n<\/li>\n
- \n
Use Pre-Determined Criteria:<\/b><\/h5>\n\n- Base evaluations on the selection criteria outlined in the job posting.<\/li>\n
- Consider diverse qualifications, including non-traditional pathways such as lived experience or volunteer work.<\/li>\n
- Do not overlook applicants who have gaps in their employment history due to reasons such as caregiving responsibilities or medical leave.<\/li>\n<\/ul>\n<\/li>\n
- \n
Standardize the Process:<\/b><\/h5>\n
Standardize the Process:<\/b><\/h5>\r\n\r\n \t- Spend an ample amount of time reviewing each application (eg. twenty minutes per application).<\/li>\r\n \t
- Use a scoring rubric or evaluation matrix to objectively compare candidates. For guidance, refer to this template.<\/a><\/li>\r\n \t
- Screeners should document their evaluations and decisions for transparency and compliance.<\/li>\r\n<\/ul>\r\n<\/li>\r\n \t
- \r\n
Select Candidates for Interview:<\/b><\/h5>\r\n\r\n \t- Interview all candidates who meet the selection criteria. If you have more candidates who meet the criteria than you can feasibly interview, base decisions on the scoring rubric.<\/li>\r\n<\/ul>\r\n<\/li>\r\n \t
- \r\n
Build Trust Through Transparent Communication<\/b><\/h5>\r\n\r\n \t- Inform candidates promptly of delays in processing applications.<\/li>\r\n \t
- Provide follow-up feedback to all applicants, not just those who advance to the next stage. Ensure feedback is specific and constructive.<\/li>\r\n<\/ul>\r\n<\/li>\r\n<\/ol>","rendered":"
<\/p>\n
\n- \n
Engage Multiple Screeners:<\/b><\/h5>\n\n- Have at least two people independently review applications to reduce individual bias and ensure consistency.<\/li>\n<\/ul>\n<\/li>\n
- \n
Use Pre-Determined Criteria:<\/b><\/h5>\n\n- Base evaluations on the selection criteria outlined in the job posting.<\/li>\n
- Consider diverse qualifications, including non-traditional pathways such as lived experience or volunteer work.<\/li>\n
- Do not overlook applicants who have gaps in their employment history due to reasons such as caregiving responsibilities or medical leave.<\/li>\n<\/ul>\n<\/li>\n
- \n
Standardize the Process:<\/b><\/h5>\n
Select Candidates for Interview:<\/b><\/h5>\r\n\r\n \t- Interview all candidates who meet the selection criteria. If you have more candidates who meet the criteria than you can feasibly interview, base decisions on the scoring rubric.<\/li>\r\n<\/ul>\r\n<\/li>\r\n \t
- \r\n
Build Trust Through Transparent Communication<\/b><\/h5>\r\n\r\n \t- Inform candidates promptly of delays in processing applications.<\/li>\r\n \t
- Provide follow-up feedback to all applicants, not just those who advance to the next stage. Ensure feedback is specific and constructive.<\/li>\r\n<\/ul>\r\n<\/li>\r\n<\/ol>","rendered":"
<\/p>\n
\n- \n
Engage Multiple Screeners:<\/b><\/h5>\n\n- Have at least two people independently review applications to reduce individual bias and ensure consistency.<\/li>\n<\/ul>\n<\/li>\n
- \n
Use Pre-Determined Criteria:<\/b><\/h5>\n\n- Base evaluations on the selection criteria outlined in the job posting.<\/li>\n
- Consider diverse qualifications, including non-traditional pathways such as lived experience or volunteer work.<\/li>\n
- Do not overlook applicants who have gaps in their employment history due to reasons such as caregiving responsibilities or medical leave.<\/li>\n<\/ul>\n<\/li>\n
- \n
Standardize the Process:<\/b><\/h5>\n
Build Trust Through Transparent Communication<\/b><\/h5>\r\n\r\n \t- Inform candidates promptly of delays in processing applications.<\/li>\r\n \t
- Provide follow-up feedback to all applicants, not just those who advance to the next stage. Ensure feedback is specific and constructive.<\/li>\r\n<\/ul>\r\n<\/li>\r\n<\/ol>","rendered":"
<\/p>\n
\n- \n
Engage Multiple Screeners:<\/b><\/h5>\n\n- Have at least two people independently review applications to reduce individual bias and ensure consistency.<\/li>\n<\/ul>\n<\/li>\n
- \n
Use Pre-Determined Criteria:<\/b><\/h5>\n\n- Base evaluations on the selection criteria outlined in the job posting.<\/li>\n
- Consider diverse qualifications, including non-traditional pathways such as lived experience or volunteer work.<\/li>\n
- Do not overlook applicants who have gaps in their employment history due to reasons such as caregiving responsibilities or medical leave.<\/li>\n<\/ul>\n<\/li>\n
- \n
Standardize the Process:<\/b><\/h5>\n
<\/p>\n
- \n
- \n
Engage Multiple Screeners:<\/b><\/h5>\n
- \n
- Have at least two people independently review applications to reduce individual bias and ensure consistency.<\/li>\n<\/ul>\n<\/li>\n
- \n
Use Pre-Determined Criteria:<\/b><\/h5>\n
- \n
- Base evaluations on the selection criteria outlined in the job posting.<\/li>\n
- Consider diverse qualifications, including non-traditional pathways such as lived experience or volunteer work.<\/li>\n
- Do not overlook applicants who have gaps in their employment history due to reasons such as caregiving responsibilities or medical leave.<\/li>\n<\/ul>\n<\/li>\n
- \n
Standardize the Process:<\/b><\/h5>\n