Top 5 tips to consider while screening candidates

There is no denying that the HR department is an asset for any organization and a significant investment. So, before you move ahead with the offer letter make sure that the applicant is properly screened. 

If you are confused about how to screen candidates effectively then this article from  The Crox Group  will provide you with a comprehensive guide on screening applicants to find the most suitable candidates for the job. 

Before you scroll the pages and start the applicant’s spree, take a few moments to step back and make sure you have given proper thought to the following aspects. 

• Identify your must-haves and nice-to-have Skills- Knowing the broader skills or the nice-to-have requirements can help you funnel down your talent pool. But knowing the exact requirements or must-have skills can help you screen better. 
• Be concerned about inherent bias- Yes, this aspect should be at the top of your priority list whether we allow it or not. After all, are humans and we love similar thinking in an individual. Such biases can harm can an effective application screening process. Therefore, make sure you have an analytical approach to recruitment. 
• Sharpen the candidate experience- You may have to deal with several eligible candidates for job positions at a particular time. This doesn’t mean that you overlook any candidate. Sourcing is the first and best opportunity to boost your company’s brand image by delivering a great candidate experience. So be transparent in terms of communication, provide them valuable feedback and follow them through emails. Candidates have every right to seek information whether they are selected or rejected. 

 So, once you have encountered your requirements, now you can focus on the screening process. And how do that? We are here to help you out. 

1. Application Phase 

-     Screen Resumes- Resumes will be never out of fashion. A resume is a preferred and traditional way for a candidate to showcase all the skills and educational qualifications. So, scan the resume and find out every notable information such as their work history, educational qualification, and background. Scan skills further that are relevant to that opening. And then accumulate your must-haves and nice-to-have requirements. Does the resume fit the best? If yes then move ahead. 

-     Screen Cover Letters- With the changing trends, the cover letter has become a necessity for the recruitment strategy. The following are some aspects of the candidate that you can learn by screening the cover letter. 

- Strengths and weaknesses

- Their attitude towards work and motivation for the job

- Career goals 

- Clear Structure

2. Phone Interview- Once you had screened successfully the resume and cover letter of the candidate and shortlisted applicants based on your findings then make the first move by calling the applicant. 

 A phone screening will be your first actual contact with the applicant. On the call, you can analyze the candidate’s professional and educational qualifications in an attempt the information provided in the resume matches what he/she said.

 3. Assessment-  If everything goes well on the phone the next step you can do is an assessment test. You can be subject to several tests which are essential for the screening process to assess your capabilities as per the job requirements. You can customize your tests to get as much information as you can. You can also determine whether the candidate is a culture fit or not by providing a simple test.

4. Interview- An interview is an important part of the application screening process. But personal interviews can stress out both candidates as well as the interviewer as both parties are under pressure to create a first impression. 

So, as an interviewer, you can start by engaging with the candidate in an authentic conversation. When the candidate is at ease and the interviewer has hold of the situation, you can bombard the questions on him. 

5. Background Check- If the candidate was convincing and successful during the interview, then it may seem perfectly logical towards the offer but wait just right there to make sure background should be on your priority. Make sure you do that just to check the consistency and stability of the candidate. 

Closing Words

The right screen of candidates is very important before you move on with the offer. You can take the assistance of the Application Tracking system (ATS) for an effective screening process. All in all, effective screening lies in the effective assessment of the screening process. An assessment will help you to know the cons and pros of the process allowing you to fill the gaps wherever required.