The best use of an interviewer's time is spent prior to meeting the applicant. A quality prescreen of each candidate does two things: It saves the interviewer time by identifying undesirable candidates up front and allows the interviewer to prepare more fully and tailor the interview to each candidate. A quality prescreen should include a thorough review of all materials furnished by the applicant with a focus on consistency and truth in the details. The interviewer should attempt to gain some insight into each candidate prior to the interview.
o Never write on original copies of pre-employment documentation!
Instead, use worksheets or make two copies of the documents. Use one copy to take notes on during the review and the other in case of an interview.
o Never begin a pre-employment investigation before having a signed application and information release.
A powerful tactic in prescreening applicants with resumes is to first accept a candidate's resume, then let them complete the application. Most applicants who are intent on fudging periods of employment have a very difficult time keeping their dates straight. If you have the opportunity to observe the candidate while they fill out an application, check to see if they refer to another copy of the resume or to another piece of paper. Oftentimes, applicants refer to "cheat sheets" in order to keep periods of employment consistent between resumes and employment applications.
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