Woman in the office thinking about candidate screening.

Getting the Most Out of Candidate Screening and Selection Processes

The hiring process is a long and tedious one that the HR team has to go through, from preparing the job description, sourcing candidates from vast talent pools, screening them, and then going ahead with selection processes. The old-fashioned method of filing resumes and rushing through them is gone. Nowadays, HRs are faced with various job portals and social media for sourcing candidates.

What is Candidate Screening?

The most important part of the hiring process is screening. This includes reviewing resumes and cover letters to find candidates that match your needs, qualifications, experience, skill sets, and projected organizational fit for a specific position. They are going through all of these because they want their employees to be happy in their work environment or else no one will stick around!

Despite major headway in technology, screening still happens to be the most time-intensive aspect of hiring with an average decision taking about 23 hours. This is even though the current size is only three or four people and will shrink more as organizations pick up on “doing more with less.”

It’s not uncommon for a potential candidate to spend only 10 days on the job market before they’re snapped up by another company. With all this data about how important it is that we screen candidates sooner, there’s no better time than now.

The best talent stays live on the market for only up to 10 days, and it is a good idea to start screening sooner than later. This will save time in the long run.

Steps in Candidate Screening

The process of candidate screening can be a daunting task, whether you have a few applicants to browse through or are skimming through mounds of résumés. The first step is always the same: understanding your requirements for the role in order to determine what kind of information should be considered during initial screenings.

The primary check that is conducted (whether by the human eye or artificial intelligence) involves looking at qualifications like work experience, academic background skills, and knowledge base, personality-indicative traits and competencies as well as behavior patterns which may include voice quality standards such as tone and pace variations while speaking English – all depending on how strict those needs are being met with an applicant’s credentials.

1. Establish the Basic Requirements for the Job

No matter the industry, there are certain necessities that every company needs to have met in order for a candidate to be considered. For example, many international companies will require an employee who is legally able to work within their country’s borders and can demonstrate basic coding skills on projects they hope candidates would take part in. The debate comes into play when you ask if talent should go overlooked because these qualifications weren’t fulfilled or whether it’s better off with candidates who meet most criteria versus those that only seem qualified enough? Most organizations choose the former as this tight checklist ensures no errors are made during the hiring process while still giving employers peace of mind knowing all bases were covered before signing someone onto the staff.

2. Set the Preferred or Good to Have Requirements

This step involves digging a little deeper into resumes that meet the basic requirements to finding qualitative attributes that might make them stand out. These extras could help seal the deal for applicants since they would enable candidates to be better prepared for their roles and do an even better job at it. For example, having prior experience on the same industry warehouse ground will give any applicant an edge over anyone else without this qualification when applying as Warehouse Manager

This is one of many steps involved with hiring employees but looking through CVs more closely can provide insight into what kind of qualities potential hires have or don’t which doesn’t always come up during interviews.

3. Match the Ideal Candidate with the Job Role

There are many factors that go into shortlisting candidates for the interviewing phase. One of these is matching a more holistic employee persona to the job description and whether or not they have must-have qualifications as well as good-to-have qualifications. This is probably one of your first times (during this screening) where you try to see if there’s an informal connection with them, too!

The 12% conversion rate from application to interview is not good enough for recruiters. If you want a higher number, your screening process needs work. Is the quality of applicants high enough? What about their experience in technical fields such as software development and information services?

Tips on Making Candidate Screening Easy

Don’t Just Focus on the Resume

Screening resumes can be hectic. Matching the amount of information that is available in it with the job description requires time and energy, but if you have a system down pat then there’s no need to worry! Screenings include three steps:

– Screen them based on minimum qualification that is mandatory for the role, as given in the job description. – Screen candidates based on preferred qualifications which are beyond basic requirements such as desired experience levels or even desirable skills outside of what was required by your company (yes, this could make all their work worth it). And finally…shortlist those who passed both screenings so they’re ready when needed at any point during this process.

A candidate tracking system can help find the perfect employee for your open position. This platform will also keep track of all applicants and whether or not they are qualified to work at your company, based on their education level, years of experience with a certain skill set, etc.

Give Them Skill Tests

A candidate’s resume can offer a lot of information about them, but can they tell you whether the candidate is an expert in the skills mentioned? There’s no definite answer to this. To determine whether someone is good for your company, use pre-defined tests that will help judge their candidacy!

The test can be taken online from the comforts of their home or within the office premises, based on HR policies. Skill tests are a part of the screening process that helps shortlist only the most suitable candidates. You will see step saves hundreds of hours otherwise wasted on those who do not know how to perform job duties well.

Read their Cover Letter

A cover letter is an excellent way to get a more in-depth understanding of the skills, experience, and values that make up a job candidate. You can ask for these details in your application process or you may find them by reading through their resume. If someone has included any information about what attracted them to this company, how they think they can contribute here, or anything else on their mind about us then it will be reflected in their writing style as well – which could mean we have found our next hire!

A cover letter is a great way to show that you have what it takes. It also gives the hiring manager an opportunity to see how well organized and imaginative they are, because these traits can often be difficult or impossible for them to discern on their own. If your cover letter doesn’t give any indication of who that person really is then there’s no point in sending it at all!

Still Screen them in the Interview

The key to recruiting the right candidate is interviewing them. The interview process can be done via phone, video calling, or face-to-face. An interview may seem like a tedious and time-consuming step but it’s imperative that you take your time with this crucial task as well as other steps in order for an eventual hire to succeed at their job from day one!

To ensure that your interview goes just right, you must

– Schedule the interview in advance and be prepared with the questions for the information you seek.

– Be consistent and ask all questions that will help you make an informed decision.

– Do not get sidetracked and lose focus of what is important about this meeting: whether or not they are a good fit for your company’s culture. You should also pay attention to their presentation skills as well as how comfortable they seem talking to people who may have different backgrounds than theirs!

Do Referral Checks

You may now have a list of all the candidates who are perfect for this role. But another old-school method that can be more informative than you think, referral checks! They’re an essential part of making the right decision about hiring your next employee and is there a better indicator than their previous job?

Do you know that when performing reference checks, it is best to be polite and understanding of the former employer’s time constraints? When calling them up, make sure they are aware of who you are by mentioning your name or showing identification so as not to waste their valuable time. It would also help if we talk about what questions we want to be answered while on the phone with them because some people might have a bad memory after being away from work for such long periods of time like us!

Google Your Candidates

Google job candidates to weed out the right ones. If you want a fully informed opinion, search their name online and all of your bases will be covered! You’ll have access to information about them that they may not even know themselves. A simple Google search can put any doubts or hesitations at ease for when it’s time to make an offer – what more could you ask?

Nowadays, many organizations are finding that the candidate they hired looked great on paper and excelled in interviews but failed to perform when given a real task. Instead of offering them the job offer right away, consider hiring for paid trial projects where you can judge their performance based on what is produced with these tools so you know how effective they will be if offered a long-term contract. The person not only learns while getting hands-on experience using company resources but also proves themselves as someone who gets things done!

Read More Job Spring Articles

If you want to learn about leadership and management tips, human resources, productivity tools, and general topics on jobs and careers, you can read more at JobSpring. It is a job board that offers jobs from multinational companies used by aspiring employees all over the world.

Leave a Comment

Your email address will not be published.



Job Category

Job Category

Job Type

Job Type

Job Level

Job Level


Send this to a friend