by Linda Babonis, RGS Program Advisor
Whether it’s five applications or two hundred and five applications, Human Resources professionals need the right tools to be able to accurately and expeditiously screen applications to determine who, among the group of applicants, meet and/or exceed the minimum qualifications for the position.
At times this can be a daunting job, particularly if applicants have not listed their experience in such a way that it’s evident they possess the essential skills and experience needed to meet minimum qualifications and succeed in the position.
Without a doubt, good candidates who are qualified may be overlooked because they have failed to highlight certain skills and/or experience that meet the minimum requirements for the position. An experienced Human Resources professional may be able to make certain inferences as to whether applicants have acquired the needed skills and/or experience based upon prior positions held and their list of responsibilities and accomplishments. Nonetheless, this is not a desirable, nor effective means of screening applicants.
Well developed and relevant supplemental questions increase certainty and may actually circumvent the loss of a well-qualified candidate. The subject matter for supplemental questions should directly address minimum qualifications. Is it important that this applicant possess experience in interacting with represented employees and organized labor groups? Is 3-5 years supervisory experience important? Is it an absolute necessity that this candidate know something about the new laws surrounding storm water pollution prevention? If these are essential skills and/or knowledge; if they are desirable; then well-crafted supplemental questions will enable those responsible for reviewing and rating applications to accurately review and rate the applicants.
Oftentimes, supplemental questions are used to inquire about certain skills and experience that will enable a candidate to address the unique needs of an agency, including certain deficiencies or desirable attributes that were heretofore nonexistent. Unfortunately, while these questions are important, they may not necessarily be the kinds of questions that address whether the candidate possesses the minimum qualifications for the position.
Once supplemental questions have been developed that will enable the reviewer to properly assess whether candidates meet the minimum qualifications, then one or two questions can be added that will enable the reviewer to identify and bring forward the most qualified applicants for the position.
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