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Lesson 2. The Resumé > Zeroing In - Pg. 9

The Resumé 9 Offer personal interviews to those applicants who score highest. Note questions and comments made by the evaluators, and explore them further with the applicant in person. Narrowing the Field At this juncture in the hiring process, narrow the field of applicants to those whose resumés dem- onstrate the likelihood that they possess the appropriate qualifications. Your time and the time of those who help you interview candidates is valuable. You don't want to waste it with applicants who obviously are not qualified to do the job. But be careful about the reasons that you use to disqualify applicants from further consideration. Make sure that your reasons for rejection are firmly rooted in the requirements of the job, not in anything extraneous. Also, be sure to thoroughly document your reasons for disqualification. A copy of the Resumé Review Grid, together with any notes concerning the disqualified applicant's resumé, should be attached to the resumé and kept on file. To ensure objectivity, ask those who will later serve on your interview team to help review resumés and select applicants. Not only will you be assured of a better, more objective result, but you also will make a legal challenge by a disgruntled applicant more difficult to conduct. Shared decision making, especially in hiring matters, is always best. Caution If the job requires a degree or other special education, make sure that such requirements are essential to the successful performance of the job. Requirements of this nature can be considered discriminatory because they may have a disproportionate impact to certain segments of the population. For example, the EEOC has held that employment decisions based upon the credit history of a candidate will have a disparate impact on minority can-