One of the most crucial phases of the hiring process is candidate screening. If recruiters fail at this step, the company may miss strong candidates, select the incorrect applicant, take longer than expected to fill the position, etc. So how can employers effectively screen candidates? This week's blog from Faro Vietnam will address the aforementioned query and provide the best techniques for assisting recruiters with candidate screening.
Why is there a need for a candidate screening tool instead of a manual one?
There will be many applications submitted during each recruitment cycle, and there will be a very long list of applicants who will be engaging in direct interviews. In order to avoid selecting the wrong candidates and missing good candidates, this necessitates the accurate and meticulous screening of resumes.
If recruiters personally evaluate prospects, it will be simple to run into issues like selecting the incorrect profile, departing from the previous profiles, and squandering time and money by selecting the incorrect candidate. Consequently, they require a tool for screening candidate profiles.
Tools assisting recruiters to screen suitable candidates
One of the most effective and widely applied candidate screening tools today is recruitment management software. All steps in the application process are done through this software. In particular, at the candidate screening step it will bring benefits such as:
Enables the human resources department to create an online application form based on each specific piece of information in order to assure full recruitment costs and provide the finest application screening experience. The correctness is 100% ensured because candidates will be required to fill out every single field. The system will receive the dossier as soon as it is sent, store it, and add it to the screening data warehouse. Businesses no longer need to set up staff to read each profile individually as they once did. The amount of time and labor required to screen applications is thereby greatly decreased.
The screener will know how many applicants should be on the list for in-person interviews based on recruitment statistics. For instance, the interview rate will be 14% and there will be 14 candidates for every 100 applications.
Intelligently filtering a vast amount of records using specific criteria. In other words, each candidate who attends the interview will need to meet certain requirements, including those related to education, specialization, job experience, professional accomplishments, and soft skills like communication, analysis, and scenario management. ..., character, desired wage and benefits. Based on the ratio of profile data, the requirements will enable the screener to verify that there are a sufficient number of qualified candidates for the in-person interview.
Initially, screening candidates will be done with the lowest criteria and if the number of applications is too large, the hiring manager will raise the criteria level. As the number continues to exceed the expected rate, the key and core criteria will also increase until the expected number of face-to-face interview candidates is reached.
In addition to the candidate screening software, businesses can apply a 5-step process:
- Specify the evaluation criteria while adhering to the job specifications for the role the candidate is being recruited for.
- The sort of resume does not adhere to the fundamental standards, including failing to state the position applied for, the title, and an unorthodox email format. Recruiters should eliminate CVs with such a high number of basic mistakes right away to save time.
- Select resumes with skills that match the recruitment criteria.
- Filter the most outstanding candidates
- Ask candidates to provide more information when having some questions about skills or experience.
Hopefully, through this article, businesses will implement the most effective recruitment process!