The right hire: finding the keeper in the applicant pool.

• Author: Mischel, Marie
• Position: Workforce: Staffing and Benefits

Nearly all industries in Utah are expected to show an employment growth rate of about 2 percent by the end of 2011 compared to last year, according to the Department of Workforce Services.

For managers, that could mean they'll soon be fishing in a large pool of applicants to fill open positions in their company. But finding just the right candidate isn't as simple as throwing out a line and hoping for a bite.

BEFORE THE INTERVIEW

To reel in a keeper, the hiring process needs to start well before the first candidate is interviewed, says Kimo Pokini, Varian Medical Human Resources business partner. "I think one of the most important things is setting the expectations for what the manager really wants," he says.

Managers must define specifically what the position will entail and what qualities are important in the new hire, then communicate these to the human resources person who will do the preliminary employment screening, Pokini says. "If I have a clear understanding of what the manager is looking for, and how this person will fit into the organization, I'm able to better screen individuals so that I have more qualified candidates to pass over to the manager."

At Marriott Vacation Club, where groups of 35 to 55 employees are hired at the same time, applicants take an online assessment, then a telephone interview narrows the candidate pool to those with appropriate customer service skills, says Elena K. Monahan, director of human resources.

At that point, resumes are assessed for work history, says Erin Searles, a human resources specialist at Marriott. "I know that can be a challenge right now in the economy," she acknowledges, but "we are looking for demonstration of past stability or loyalty."

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Pokini also sees gaps in employment as a potential red flag, but it doesn't necessary disqualify a candidate. "If the candidate has compelling reasons that minimize or bring down that red flag, I would feel comfortable to pass that on to the manager and explain things ahead of time, why I decided that this is a good person for the interview," he says.

With a solid idea of what a manager is looking for in a candidate, resume screening and phone interviews, Pokini usually brings in three potential hires for face-to-face interviews, and at that point "it's all about asking the right questions," he says.

RED FLAGS

Like many companies, both Marriott and Varian Medical use behavioral based interviewing, where candidates are asked...