Who doesn’t love Halloween? The candy, the spooky fun in the air, and most importantly—the tricks and treats!

For many recruiters, Halloween might be just another day on the calendar, but the team at HireEducation has a few tricks (and treats!) to help you attract top candidates and quickly, objectively screen them.

Tricks to Screen Candidates

Finding the right candidate can feel like a scary task. With so many applicants, it’s easy to get overwhelmed. But don’t worry! Here are a few tricks to help make the process smoother and ensure you find the right fit for your team:

1. Know what you’re looking for

Before posting a job, take stock of the skills and experiences your team needs.

By taking the time to review, validate, and potentially revise the job description or requirements of a position, you can save valuable time and reduce time spent with candidates that will not meet expectations.”

Our Account Director, Darren Wacker, explains why it’s essential to continually evaluate your needs and update job descriptions:

“For roles that have been filled multiple times, hiring managers sometimes miss why this hire, or the role itself, may need to change in order for the candidate to succeed.”

2. Use a screening rubric

A screening worksheet or rubric helps ensure fairness by holding all candidates to the same standard. It also allows you to quickly and objectively assess each profile.

Check out this guidance from Johns Hopkins University on creating rubrics for candidate evaluation.

3. Screen to include, not exclude

Instead of focusing on how to cut down your list, think, “Who could be a great fit?” By approaching the screening process with an asset-based mindset, you’re less likely to miss out on high-quality candidates.

4. Beware of Werewolf-like traits

Just like a werewolf can mask its true nature, candidates may hide their weaknesses behind well-polished answers. Dig deeper by asking about past failures or challenges they’ve faced and how they worked through them.

A strong candidate will be honest about their growth and learnings from those experiences.

5. Speed is key

If a candidate checks all the boxes and shines in the interview, don’t hesitate to act fast. They’re likely interviewing elsewhere, and other organizations will see the same potential. To boost your chances of securing top talent, move quickly and make an offer. Otherwise, it’ll haunt you in your dreams.

6. Be willing to share

While a candidate may not be the right fit for the role they applied for, they could bring value to another part of the organization. If the fit isn’t clear, pivot the conversation to explore other opportunities or share their profile with other leaders who might benefit from their skills.

7. Beware of biases

We all have biases, but it’s important to recognize them and ensure they don’t influence how you evaluate candidates. This is why having objective criteria is key—it keeps the focus on the candidate’s qualifications.

For more on combating bias, check out these seven strategies to eliminate recruitment bias from the American Society of Association Executives.

8. Ghosting candidates? Even a ghost would boo that

Job hunting can be stressful, so it’s crucial to respect the time and effort candidates invest in the interview process. We frequently hear from candidates about how much they value communication.

While it doesn’t always have to be positive, timely feedback can make a significant difference. Don’t let top talent disappear into the night.

Treats to Attracting the Right Ones

Now that you know who you’re looking for and have a screening process in place, how do you get candidates to “ring the doorbell” for your job and keep them engaged throughout the process?

The following tips will help you attract top talent, ensure a positive experience, and prevent candidates from “ghosting” you before making an offer:

1. Make you job postings engaging

Job posts should be creative and highlight the best your company has to offer. Just as you expect candidates to put their best foot forward, they expect the same from you. For inspiration, here are 10 creative ways companies are standing out with their job posts.

2. Let your team’s voices shine

Don’t just tell candidates how great your team is—show them! Include employee testimonials, social media posts, or videos in your job descriptions. This showcases your company culture and gives a personal touch to the application process.

3. Showcase your scary good culture

If your team has a spooky amount of fun while getting things done, let the world know! Share stories, highlight team-building activities, and embrace creative events to attract candidates who are looking for a great cultural fit.

4. Build a community on social media

Candidates are looking for more than just a job—they’re looking for a community. Use social media to engage with potential applicants by hosting live Q&As, fireside chats, or other events where they can ask questions in a fun, informal setting.

5. DEI—don’t just talk about it, live it

Show candidates the concrete steps your company is taking to ensure diversity, equity, and inclusion. Share blog posts about DEI initiatives, social posts from company trainings, or update your “About Us” page to showcase the diversity on your team.

For more ideas, check out this blog we published on increasing workplace diversity.

Attracting and screening candidates should be a “spook-tacular” process! Let’s make the hiring experience fun and reduce the stress that often comes with it.

Make no bones about it—your team (and your candidates) will appreciate the extra steps you’ve taken to make the hiring process smoother and more enjoyable.

Don’t let talent slip into the shadows. Connect With Us if you need help screening or attracting top talent.