Here's the Right Way to Screen Potential Job Candidates

Q: I believe that the age of the face-to-face interview is
slowly becoming a thing of the past. While important
for establishing a connection, there are way too many
question marks and intangibles that may be false and
misleading. What is your suggestion for developing an
out of the box interview/candidate screening method?
-- SBS Innovation
A: The face-to-face interview is not going away. Though,
during this age of globalization, it is now being replaced
by Skype, FaceTime and actual high-quality video
conferencing. For domestic positions, however, in-person
interviews are still very prevalent.
Regardless of the type of interview, Skype, in person,
phone, or other method, companies need to get back to
the basics. They need to stop focusing on what the next
best thing is -- the latest and greatest out-of-the-box
screening methods -- and instead should concentrate on
doing things right.
Related: 5 Ways Job Seekers Blow It
Focus on what you can control.
Companies and hiring managers can control one thing:
how they view a candidate’s resume. They need to be
critical of any gaps in employment or in discrepancies on
a resume. They shouldn't hire candidates who jump ship
after six months or a year, also known as a "hoppy"
resume.
They should look critically at layoffs and downsizing, and
ask why this person was downsized. Were other
employees kept on? If so, why weren't they? If they
have longevity at a company, were they promoted? If
not, why?
Conduct references...the right way.
Companies also need to look at the way they do
references. They should be talking to hiring managers
NOT a contact in Human Resources. They should be
doing reference checks across all levels, including direct
reports, peers, and managers, among others. Each
person will give a different view of the candidate's work
ethic and work product.
Related: The Art of Courting Candidates: Creating a
Stellar Startup Interview Experience
For instance, a manager will be able explain how well
the candidate takes direction and his or her ability to hit
deadlines. Their peers will be able to expand on how
easy the candidate is to work with, whether they were a
team player and how they contributed to team
goals.  Their direct reports will be able to share how the
candidate was in a managerial position, what the
individual's leadership style was and his or her ability to
empathize and motivate them.
Evaluate personal portfolios.
Companies should also be evaluating each candidate's
personal portfolio. In this day and age with workers
being all over the country and the globe, this is so
important. While normally viewed as something for a
marketing professional, designer or architect, every
candidate can create a portfolio of highlights. If it's an
accountant or finance professional, they should have a
portfolio. It would include the analysis they did, which
resulted in cost savings or new sales opportunities.
Sales candidates’ portfolios should include the clients
acquired, accounts that were grown and how they did it.
If a candidate can't articulate their success and how
they achieved it with quantifiable information to back it
up, DON'T HIRE THEM.
Ask the hard questions.
The only thing that limits a company from finding the
right fit is having a management team that is afraid to
ask candidates to validate their own experiences.
People can say anything; however, it's the people who
execute who rise above. Whether the interview is in
person, via email or on a video call, ask people to
demonstrate their accomplishments and make objective
decisions based on their results.
Related: The Law of Attraction: Finding the Perfect Hire
for Your Company