This session covers how to more effectively screen hourly applicants in order to make higher quality placements, from the initial conversation with the Recruiter all the way through to the Job Offer. In this session, George Castellese, CEO/Founder of Tradeco Construction, discusses pre-screening, employment applications, interviews, and reference checking.

1. Effective Screening of
Hourly Skilled Applicants
Presented by: George Castellese

2. Telephone Pre-Screen
• Ask Qualifying Questions – listen carefully to
responses
• Engage the Applicant – if you think they’re good
• Tell the Applicant a little about the company (or
customer)
• Suggest next steps - i.e. Application/Interview
• Don’t take the next step…until the Applicant asks
you to go to the next step
• Schedule Interview Date & Time – by
Appointment Only

3. Scheduling the Interview Appointment
• Set a firm Date & Time
• Set Expectations:
• How to dress
• What to bring (i.e. resume, credentials, IDs, Etc.)
• When to arrive (i.e. 15 min early)
• What they will be doing when they arrive
• How long to expect to be in your office
• Show sincere enthusiasm during the
conversation
• Send an Appointment Confirmation Email

4. Employment Application
• Did the Applicant miss any needed
information?
• Especially former Supervisors’ contact information
• Carefully review Work History for gaps and
short stints
• Pay close attention to reasons for leaving jobs
• Take notes of anything you read that you need
to explore further
• Also take notes of pay history

5. Interview – Starting
• Introductions
• Introduce yourself
• Thank the Applicant for coming in
• Offer something to drink
• Make small talk
• Outline the Interview
• Tell a little about the company
• Give opportunity to ask some questions
• Get to know each other
• See “where we go from there”

6. Interview – Preparing
• Prepare the Applicant
• Ask them to be honest in their responses to your questions
• Remind them we are only human and have all made mistakes in life.
And that it’s ok
• Inform them you will return the favor by being honest about the
company and the position
• Ask them to especially be honest about their skills so we don’t
accidentally put them in a position to fail or feel uncomfortable

7. Interview – Questioning
• Ask questions that can give you the answers you need
• Example: Job Requires Good Attendance Habits
• Ineffective Questions:
• Were you always on time when coming to work?
• Tell me about your attendance habits?
• Effective Questions:
• In a month, how many days do you feel it’s acceptable to be late or miss work
before a Manager should take disciplinary action?
• What was your previous employer’s attendance policy? Did you agree or
disagree with it and why?

8. Interview – Questioning
• Example: Job Requires High Productivity/Output
• Ineffective Questions:
• Are you efficient at getting the job done?
• Do you always get your work done on time?
• Effective Questions:
• Have you ever dealt with a Supervisor/Company who had unrealistic
expectations about how fast work was to get done?
• How would you describe the pace at your last job? How did you feel about it?
What would you have changed?

9. Interview – Questioning
• Example: Job Requires Working Well with Others
• Ineffective Questions:
• Are you a team player?
• Do you generally get along with co-workers?
• Effective Questions:
• In any of your last (2 or 3) jobs, did you have to work alongside a jerk? Tell me
about it.
• In your last job, how well did others treat you? Include your Supervisor and
Management.

10. Interview – Closing
• Let the Applicant know if they seem like a good fit
• Inform the Applicant you are considering others
• Ask the Applicant their thoughts/level of interest.
• If high, ask what else you should know to help you
make a decision
• Give them the opportunity to ask some questions
• Give them a timeline of when a decision will be made

11. Reference Checking - 101
• You shouldn’t have to ask for them. What
you need is on the Application!
• No Reference = Red Flag
• Reference ‘Can’t Provide’ = Red Flag
• Reference’s will only be wary if they have
something negative to say
• If the Applicant was a good performer, their
Supervisor(s) will tell you!

12. Reference Checking – Conducting
• Inform the Supervisor what you’re doing & why
• Tell the Supervisor you only need 1-2 minutes
• Ask them to use the school grading method (A-D) in their responses.
• Go through your reference questions
• Thank the Supervisor and ask if the service they use does a good job
with reference checking

13. Making the Job Offer
• Let the Applicant know you’re in the final stages
and want to ask again what their level of
interest is
• If less than high, you probably should move on
• If high, ask if they would accept if an offer was
made (trial closing)
• Ask when is the first day they can start if they
accepted
• Make the firm job offer

14. Questions?