How to Stop Wasting Time on Interviews with Your Hourly Applicants

Business owners who rely on hourly workers know just how important it is to make the most out of their interview time. After all, the more quickly they can find the ideal candidates, the sooner they can start getting work done. Unfortunately, many things can waste time during interviews, preventing business owners from finding the best possible employees as quickly as possible. In this piece, we’ll discuss some of these things and provide tips for avoiding them so you can get down to brass tacks and find the perfect person for the job.

Start by creating a job posting that accurately reflects the role and what is expected of the ideal candidate

Every minute counts when you’re a business owner. And if you’re wasting time on interviews with hourly applicants who aren’t a good fit for the job, you’re costing your company money and wasting valuable time that could be spent more productively.

To avoid wasting time and resources, it’s essential to start by creating a job posting that accurately reflects the role and expectations of the ideal candidate. By being clear about the qualifications you are looking for, you will be able to screen applicants more efficiently and focus your interview time on those who are the best match for the job.

In addition to an accurate job posting, another way to improve your interview process is to create a set of standard questions that all candidates will answer. This will help level the playing field and ensure that you compare apples to apples when making your decisions.

By taking these simple steps, you can dramatically improve your interview process and use your time better. Ultimately, this will lead to better hiring decisions and a more productive workforce.

Screen candidates using a phone screen or video interview to save time

If you’re like most employers, you’ve probably wasted hours upon hours interviewing candidates who weren’t a good fit for the job. But there’s a way to avoid this time-consuming mistake: screening candidates using a phone screen or video interview. By screening candidates beforehand, you can weed out those who aren’t qualified and save yourself a lot of time in the long run.

And if you’re worried about conducting phone screens or video interviews on your own, there’s no need to be. Chattr’s conversational AI can automate this process for you, making it quick and easy to screen candidates. Simply upload a list of questions, and our AI will ask them for you, providing you with a report of the best candidates to move forward with.

Use data to make better hiring decisions

When making hiring decisions, data should be your best friend. After all, data doesn’t lie. But unfortunately, too many employers make decisions based on their gut feeling or personal biases.

If you want to avoid this pitfall, use data to inform your hiring decisions. For example, keep track of how well each candidate performs on specific measures such as skills tests or aptitude tests. This will give you an objective way to compare candidates and choose the best person for the job.

Use behavioral interviewing techniques to get insights into how candidates have handled specific situations in the past

The best predictor of future behavior is past behavior, and that’s why behavioral interviewing has become such a popular tool for employers. By asking candidates how they have handled specific situations in the past, you can get insights into how they are likely to behave in the future. However, behavioral interviews can be time-consuming and difficult to know which questions to ask. Here are some tips to help you make the most of your behavioral interviews:

1. Start with a list of essential competencies for the job. Then, brainstorm questions that will help you assess each competency. For example, if you’re looking for a customer service representative, you might want to ask about a time when the candidate had to deal with a difficult customer.

2. Be sure to ask follow-up questions. The best way to get a sense of how someone will behave in the future is to ask them for specific examples from the past. After they’ve answered your initial question, dig deeper by asking them to describe what they did in detail.

3. Take note of both the good and the bad. It’s important to remember that no one is perfect. The goal is not to find a candidate who has never made a mistake but rather to find someone who has handled difficult situations well in the past. So, don’t disqualify a candidate just because they’ve had a few bad experiences – focus on how they coped with those experiences and what they learned from them.

Using these tips, you can maximize the value of your behavioral interviews and get insights into which candidates are likely to succeed in the role.

Don’t waste time interviewing applicants who are not qualified for the role

It’s important to remember that not all applicants are created equal, and just because someone has applied for the job doesn’t mean they’re qualified for it. So, don’t waste your time interviewing applicants who are not qualified – it’s a complete waste of time and resources.

Instead, focus your efforts on screening applicants to ensure they meet the minimum qualifications for the role. This can be done using a phone screen or video interview. Once you’ve screened out the unqualified candidates, you can move on to conducting in-person interviews with the most promising candidates.

If you’re looking to save time when interviewing candidates, be sure to try out Chattr’s phone screening and video interviewing tools. Our conversational AI can help automate the process for you, making it quick and easy to find the best candidates for the job. And if you want to use data to inform your hiring decisions, we can help with that too. Our team of experts are here to help you make better hires faster. Contact us today to learn more about how we can streamline your hiring process.

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