Volume Recruitment Candidate Screening Techniques
To hire in large quantities, candidate screening must be automated. Everything that occurs with hiring at scale includes more job applications, more work for recruiters, more time, and more money.
The process of deciding whether an applicant is qualified to move further in your application process is known as candidate screening. The candidate screening objective is to quickly sort through the hundreds, if not thousands, of applicants to find the top prospects for your open positions.
A common step in the employment process is the screening of candidates. It enables hiring managers to compile a short list of qualified candidates with the potential to succeed in the available position.
Techniques For Volume Recruitment Candidate Screening
1) Reviewing resumes for Candidate Screening
One of the more established methods for determining whether a Candidate Screening your criteria is to review their resume. CV screening consists of skimming a candidate’s resume to learn more about their training, employment experience, credentials, important talents, etc.
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2) Cover letters for screening
A cover letter allows applicants to elaborate on their application. For instance, whether any resume-related details require greater explanation or if any employment gaps require justification. Additionally, they can use it to highlight their qualifications for the position, their areas of strength, and their goals for the future of their careers.
Employers can judge a candidate’s ability to express themselves, as well as their writing and communication skills, through their cover letters.
3) Examining video applications for Candidate Screening
Submitting a video application is another option for job applications. The applicant introduces themselves and discusses why they are a good fit for the position in a 1-2 minute video. This is a useful technique to assess an applicant’s abilities before screening them if you require applicants to demonstrate specific skills, such as language skills.
4) Phone screen
After the resume sifts, the phone screen is often the following phase. Here, the most qualified Candidate Screening is asked to participate in a quick phone interview. The location of the candidate and their availability are only two examples of the information that recruiters cross-check or collect if they don’t already have it.
5) Pre-employment tests
These determine whether candidates possess the abilities, attributes, and qualities needed to blend in well with the company. Pre-employment tests come in a variety of forms, both ready-made and customized for your company.
Personality surveys, skills tests, culture fit tests, and situational judgment tests are the most used pre-employment assessment kinds.
6) In-person or online interview
Before making a recruiting choice, the interview is typically the final option for Candidate Screening. The in-person or online interview is the time when candidates are both sold on the position and evaluated for their suitability for it.
Recruiters generally ask candidates a series of questions to get a more complete image of them, from their level of communication skills to their overall manner and attitude.
7) Candidate Screening in Background checks and reference checks
Candidate Screening background checks and reference checks are candidate screening techniques. Before making a hiring decision, recruiters must confirm that an applicant is whom they claim to be and that they don’t have any secrets stashed away.
In conclusion
Candidate Screening involves so many distinct hiring process stages that automating as many of them as you can not only save you time and money but also result in better quality candidates and a better candidate experience.
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