In addition, why ask applicants sensitive information up front - such as SSN, references, and other personal information - if they may not even be invited to interview? Companies should consider asking for a minimum amount of information required for the initial screening. Information critical to employment can be gathered once the hiring manager is interested in making an offer.Companies may be turning away good candidates with their laundry list of job requirements.
Case in point: Despite not having a degree, a colleague of mine otherwise met all the requirements for the position and had twelve years of experience. After four rounds of interviews, the employer was ready to make an offer. Then they asked about his degree. Because of an inflexible hiring policy, they passed on an extremely qualified candidate.
Of course, it is the company’s or hiring manager’s prerogative to insist on certain mandatory requirements. But an applicant that"checks all the boxes" may not be the best fit for the position. People spend a lot of time applying for jobs and preparing for interviews. And more time is spent by employers writing job descriptions, posting jobs, So, why not make it as easy as possible for both parties? Providing a simple and straightforward application process that includes appropriate communication with applicants and some flexibility with job requirements will help you find and hire the right candidate.