Big Pool or Small Pool: Balancing the Importance of Screening vs Selecting

 

Using Screening Profiles and the difference between filtering and selecting

 

The Sketch is a simple multiple-choice online questionnaire that develops behavior profile based on a carefully selected set of behavioral Attributes. The information we can derive from that profile can be used to greatly improve your hiring efficiency and effectiveness in situations both were you have a large applicant pool that requires screening and where you have a small pool that requires selecting rather than screening.

Let me explain.

Suppose you have a large pool of 100 applicants for a position and you know you only want to invest in interviewing 5-10 in your initial interview process and perhaps take 3-5 through your entire interview/evaluation process. The Sketch is an ideal tool to help you identify the people you want to spend more time on evaluating. By using the Sketch Screening Score, you can screen out all but the top 10% or so and review these people for requisite skills, experience, etc. Keep in mind that since the Sketch is a behavioral analysis tool, it does not look at specific skills. Then choose who will entire your interview process.

On the other hand, suppose you have a small group of ten or twenty applicants for a position that must be filled ASAP. In this case we will be more interested in selecting rather than screening and we will be using the detailed information in the behavior profile generated by the Sketch to evaluate each individual's strengths and weaknesses according the behavioral Attributes measured by the Sketch. With the Sketch, you can identify profiles most suited to your situation and the position you need filled. For example, you can identify people who are most likely easily trained or who are most likely to have great communication skills. With the Sketch, you can have a better understanding of the available candidates' strengths and weaknesses and help you select the best from what is available.