Q. I constantly run into this problem: I prescreen a candidate who seems like a perfect fit for the job description. But when I send the person to the hiring manager for an interview, I’m told to keep looking for someone better. This is frustrating to the managers, the applicants and me. Any suggestions on how I can improve my screening?
A. It sounds like you need to solicit detailed feedback from the hiring manager before you conduct the prescreening about what he or she is looking for in a candidate.
If the hiring manager does not want to proceed with a candidate, ask for documentation of the reasons why the person isn’t suitable (in a nondiscriminatory way, of course). Make sure the hiring manager is making decisions based on legitimate reasons and that wanting “someone better” isn’t code for someone in a different protected class.
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