Technology has advanced faster in recent years; the hiring process has changed dramatically. Consequently, recruiters no longer need to stress the tedious manual chores and can concentrate on important ones. Additionally, screening is a crucial component of recruiting since it eliminates candidates unfit for the vacant post. Candidate screening is a crucial step in the hiring process and beneficial for the future expansion of the business. The straightforward procedures and internet resources outlined in this article allow recruiters to complete the screening process. Let’s grasp things as simple as possible.
What Does Recruitment Screening Entail?
The practice of reviewing job applications to choose candidates who are qualified and skilled to fill the position is known as applicant screening. These prospects will be kept around for the remainder of the hiring process. The screening phase of the hiring process, in the opinion of many recruiters, takes the longest. However, it is essential since it screens out applicants who could be eligible for the vacant position.
Screening stages in the recruitment process
Candidate screening is a crucial step in the recruiting process, which has several stages. It saves the recruiters time by eliminating individuals who could better fit the position. Let’s examine the applicant screening procedure’s steps.
The first step in the screening procedure is skill evaluation. It is crucial since it disqualifies candidates who are ineligible for the next selection process step. The best candidate has a chance to stand out more at this point. Recruiters utilise non-tech evaluation tools, including psychometric, behavioral, interpersonal, communication, situation-based, and language competence assessments and examinations of logical and technical skills. Additionally, a variety of internet resources are accessible to individuals who are interested in taking such reviews. These tools are necessary for mass recruiters and staffing firms to complete the screening process quickly and free up time for other crucial tasks like interacting and engaging with candidates.
There are two advantages the recruiters will experience after taking these evaluation tests: They may dismiss the underperformer by sending them a message encouraging them to try again in the future. Firstly, they will receive a data report detailing the performance of the applicants, which is quite helpful. In this method, recruiters will have immediate knowledge of the prospects’ background and capacity for problem-solving. Additionally, recruiters can lessen implicit prejudice. Since these examinations only need critical thinking and logical reasoning and do not include exact or prepared answers, there will be no possibility of cheating.
Examining resumes and offer letters
The second stage involves looking at the resumes of the candidates who passed the talent evaluation test. Examining resumes is the screening technique that is most commonly used.
In addition, hiring managers must subsequently do video interviews and research online profiles to verify the facts on resumes. According to research by criteria pre-employment testing, up to 78% of applications contain false statements, while 46% actively speak lies.
Among the components that recruiters must carefully evaluate are the brief profile/bio, work experience, essential talents, education, contact information, job-specific, and proper spelling and punctuation. It was nearly complicated for recruiters to examine thousands of resumes by hand during mass hiring. Thanks to technological advancement, they are now using online resources like resume parsers to discover competent candidates. The job description is compared to the keywords detected in the resumes using AI-powered search techniques. It verifies candidates’ suitability for the vacant post.
Filtering over the phone
The average length of a phone interview is 30 minutes. Recruiters use it to assess candidates’ communication skills since good communication is essential to convey a message or a notion. This phase enhances the candidate experience by communicating with and answering the applicant’s questions.
Online applicant profile
Recruiters give Internet searches for candidate profiles the utmost importance. After reviewing applicants’ resumes and offer letters, it is typically a good idea to look into their professional (LinkedIn) and personal (Social-media) accounts to discover more about them. It facilitates recruiters’ ability to find additional information about the applicant.
A one-way video chat
During a one-way video interview, recruiters may learn more about candidates’ knowledge and communication skills by watching pre-recorded video replies to their questions. A one-way interview allows employers to evaluate the response whenever it is most convenient for them. Recruiters might evaluate applicants’ soft skills, such as their communication skills, ability to speak a second language, and degree of confidence, during this stage.
Recruiters can better understand a candidate’s personality, communication, persuasion, and motivation to work for the organization through a one-on-one video interview. More about the candidate is learned during the video interview. Several online technologies let recruiters conduct video interviews by sending the candidate an interview invite link through email. Additionally, recruiters can change the appointment date or time, and the system will update any relevant communications.
A demonstration project for immediate assessment
This last phase is essential because it gives candidates practical experience with the work they will do and gives hiring managers a clear picture of their skill set. Recruiters and the recruiting team need to be able to evaluate candidates properly by reading through hundreds of resumes and doing several video interviews. However, this phase provides an excellent opportunity for recruiters to assess the candidate’s competence and strength. Recruiters may offer completed paid jobs or case studies in addition to the actual projects or problems to be solved. These screening rounds of the employment process are essential for recruiters. They maximize their rewards if they carry it out well.
Questions to Think About When Screening
- The screening process needs to be quick, simple, and structured. As a result, recruiters must use a data-driven approach. The applicant’s experience has a significant impact on the hiring process. Therefore, recruiters frequently need to contact candidates to provide a positive application experience.
- Recruiters must also be aware that the best way to assess a candidate is to give them a simple project because they could exaggerate specifics in the offer letter or fabricate information on their resume.
- Final step: Repetitive activities must be automated utilizing online technologies since process efficiency is essential. The hiring process should take the applicant only a short time since, if it does, they could opt to resign or turn down the offer.
The hiring process has evolved and has become more efficient thanks to advancements in tools and technology. The screening of applicants is a crucial phase in the hiring process. It provides essential details on a person’s performance and organizational contribution. Recruiters must embrace online technologies like ATS and CRM to maximize process advantages. The steps for carrying out an effective screening are described in this post. Hiring managers and recruiters can utilize these processes to improve the effectiveness of screening.
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