Application Review & Interviewing
Grading Resumes in Paycom:
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- Applicant Tracking > Recruiter Dashboard.
- Use Open Requisitions widget, and click on the blue link (# of Applications).
- Click the last applicant name (earliest) in list and View Resume (lower left)
- Reject or Assign a Star Value:
- NOT A CANDIDATE? Application Actions (top right), REJECT and disposition.
- MIGHT BE A CANDIDATE? Use STARS (top right): 1 = maybe 2 = probably, 3 = yes)
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Phone Interviewing in Paycom
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- Filter to 3 star candidates and use our interview sheets (right), or call HR for help.
- Reject or move forward:
- NO: Select REJECT and select a disposition (skip message).
- YES, Interview!: On Availability and Tasks tab, click Complete button, then Send to Next Step.
- In the “Hiring Manager Review” step, click Schedule to send Outlook invite to candidate & Hiring Mgr. Make sure you include directions & interviewer name – we have templates in Paycom.
Interview Sheets
(phone & in-person)
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Email Talent Arts at hr@arboracres.org to request additional interview sheets for your department.
Phone Screen, then Interview, using the process below:
Avoiding Unconscious Judgements in Interviews
A 2003 study demonstrated that if an employer is given identical resumes, a candidate with an African American name will have to send out 50% more resumes to get the same number of calls than a candidate with a traditionally white name.
It’s important to know that unconsciously making judgements about someone is usually unintentional. When you are in the hiring phase, employers tend to have higher stress levels. This can cause hiring entities to fall back heavily on clichés or fears that you don’t even know you have. To avoid, take the following steps:
- Focus only on job-related questions (education, tenure at past jobs, and experience).
- Ask each candidate the same set of questions. This also helps you compare interviews more easily.
- Write down notes during the interview so that you are not only relying on a ‘gut’ feeling when reflecting on the interview.