The Job Posting, Application & Interview Selection Process
Once you have created a comprehensive person-centric job description, the next step is to incorporate “just” the right amount of information into a job posting that will pique the interest of applicants.
In this step, you are also encouraged to explore how to create an engaging and transparent application process.
This includes outlining what you expect from the applicant,
considering if an assignment will be part of the submission requirements, and
understanding the benefit of using a customized applicant screening process to minimize bias.
Why is an Inclusive Job Posting Important?
Did you know that women in all their diversity are reluctant to apply to a posting unless they believe they have 100% of the skills requested, while men apply for jobs when they only have 60% of the qualifications?
There are a number of resources available online and local employment service providers are an excellent community resource to assist you with your recruitment and job posting.
Choose from several options to gain visibility for your posting
Community job boards.
Online job boards.
Social media platforms (LinkedIn, Facebook, etc.)
Google: “Employment Canada services near me” to get a list of resources in your community/province.
The Job Bank:www.Jobbank.gc.ca offers some helpful resources and planning tools for employers and is a good place to post jobs.
To Spark More Ideas: check out the 45 online job boards displayed on WDB’s Local Jobs Hub. They may provide ideas to explore in your community.
Use and Expand Your Networks
Given we know that word of mouth and personal contacts remains the number one way for potential applicants to learn about jobs, it will be important to expand far beyond your usual promotion channels to ensure a greater diversity of qualified applicants.
Engaging applicants in a role specific assignment can help to level the playing field.
Applicants can take this opportunity to demonstrate the required skill sets in a way that reflects their best selves.
In addition, it can provide the applicant with a clear sense of what the role is about and what is of particular importance to the hiring organization.
Further, when you ask applicants to complete a role-related assignment it provides them the opportunity to self-assess if the role is really for them and will reduce the number of applications from candidates not well suited for the daily requirements.
There is no limit to the types of assignments you may choose, however, some common tasks may include;
Social Media/Web Design or Promotion,
Sample Correspondence and Report Writing,
Presentation Development and Delivery to list a few.
It is important to keep in mind that the tasks are not official work but a reflection of the type of activities that are seen as important for success in the role.
Application Assignment Resources
The following resources provide
Direction on when and how to introduce assignments into the application process
Potential criteria for evaluation
To further minimize the potential for biased evaluation
Remove names and identifying information from the assignments before sending them to the interview team to evaluate.
The labour market is in a constant state of flux: however, over the past few years, we have seen significant shifts and high rates of turnover as the workforce explores new interests and opportunities.
Consistent Application Screening Can
Keep track of your applicants and protect against bias early in the selection process
Reduce unnecessary barriers that limit your applicant pool
Provide the designated screener within your organization or 3rd party service provider with what is necessary to confidently select the best applications for the interview
Focus the screener on what is important and place emphasis on “only” the necessary skills, demonstrated abilities and competencies required
Promote an equitable recruitment process by ensuring that all applications are reviewed against a consistent set of inclusive criteria
Provide instructions related to established equivalency accommodations, i.e. If there are essential qualifications or skills required the screener will look for equivalent demonstrated ways of knowing, and credit relevant informal learning or demonstrated evidence-based capabilities beyond standard formal education.
We invite you to review the Sample Inclusive Applicant Selection Tool to explore ways that you can either adapt this tool for your hiring campaign or incorporate some of the bias-free applicant selection strategies into a method of your own making.
The application screener will be expected to use a detailed job description and required competencies alongside the customized rating tool.
Applications that meet the submission requirements as per the job posting instructions (i.e. Cover letter/resume/assignment etc.) and achieve the established minimum selection tool score are candidates that would be recommended for an interview.
Some organizations take additional steps to reduce bias at this first stage of the recruitment process by numbering the applicant submissions and removing names or identifying information before issuing them to the interview panel for final approval.
Once candidates have been approved for an interview, an email or telephone call to confirm availability and interest in participating in an interview is issued. Information related to the applicant assignment if appropriate should be included at this time.
Details about the interview format (in-person/virtual), and logistics related to parking and meeting location or virtual meeting log-in information are forwarded in a follow-up correspondence confirming the scheduled interview date and time.
Whether you choose to handle your application review and selection process internally or decide to use an external 3rd party service provider or tech-based tool, the guidelines you develop to minimize applicant selection bias will help to ensure a more inclusive and solid short list of potential interview candidates.