Following candidate sourcing, the applicant screening process of analyzing job applications entails scanning through resumes and cover letters. Finding the ideal candidate for an available position is a multi-step process. An employer decides whether or not to have a formal interview to learn more about a possible applicant during this phase of the recruiting process.
For a successful candidate screening, we follow steps added here.
Examine resumes for minimal requirements:
Look to determine whether a candidate meets fundamental standards, such as being legally authorized to work in your nation of employment, when initially evaluating them. Consider adopting applicant tracking software that searches applications for keywords and qualities to save time throughout the resume screening process.
Consult your sources:
To inquire about a candidate, send an email or phone the references listed on the application. This might include things like how they fared at their prior work and how they dealt with criticism. It is crucial to gain personal insight into the candidate in order to understand their work ethic and skills.
Investigate on the internet:
To discover more about a possible applicant, hunt them up online. You may locate a candidate’s professional profile and social media profiles by conducting online research.
Look for qualifications that are desirable:
Next, go over resumes to determine if any of your non-mandatory but desired credentials are there. Skills like outstanding communication or someone with a specific degree of expertise in the sector are examples of these. Make a list of your “nice-to-have” elements ahead of time so you can recognize them on an applicant’s CV while scanning
Schedule an appointment for a pre-screening interview:
Make an appointment with people who satisfy both your minimal and desired criteria for a pre-screening interview. If you’re doing a high-volume hiring procedure, you might want to interview people who just have the bare minimum of requirements.
Ask the candidate questions based on their qualifications during the informal pre-screening interview to evaluate if they have the skills and experience needed to succeed. Pre-screening will provide you with more information about the prospect, allowing you to determine whether or not to continue the recruiting process with them. Be alert if they provide you contradictory information or if items on their résumé don’t match their responses.
Consider administering a skill assessment:
Assign a skills test for candidates to evaluate if they can handle the job’s essential tasks. This helps to determine if they possess the necessary talents to thrive in your organization and can achieve a deadline. If a quality prospect is someone you are really considering, you might want to explore offering them a paid trial assignment to evaluate how they might perform as an employee. Sending the individual a personality test to determine their behavioral tendencies is another approach.
Conduct a background investigation:
You may wish to do a background check on the applicant depending on the role. This might involve acquiring their driving record for a role that requires them to drive a business car or checking their criminal history for a position that requires them to engage with youngsters. Other things to think about are taking a drug test or checking their credit score.
Document verification process:
Finally, but certainly not least, this is one of the most crucial measures to do. You must review the applicant’s NID, educational background records, and any record of past job experience to ensure that he is qualified to serve the business, and you should also respond to him without reluctance.