Recruitment is a lengthy and complex process that necessitates meticulous attention to detail and devotion. And, in the current social climate, it is necessary to have established contacts in order to ensure high-quality talent. Consequently, once the submissions start pouring in, it takes a certain amount of expertise to separate the eligible from the unfit individuals.
When conducting their own recruiting, businesses frequently make the error of skipping the crucial step of pre-screening prospects. They’ll usually pick the top five candidates who appear excellent on paper and request them in for an interview.
From the perspective of experienced recruiters, the following advice will lead you through the do’s and don’ts of screening prospects.
1. Examine the Credentials – The resume is the first place to look to determine a candidate’s credentials for a position. A brief check at a candidate’s CV can give you a sense of what attributes they have or don’t have, such as their meticulousness and their level of expertise.
Resumes that are disorganized, too long, too concise or riddled with errors might be an indication of the candidate’s ineligibility for the position. Depending on the job and its specific requirements, this may or may not be a deal breaker.
2. References should be checked – Another traditional and successful technique to screen recruits is to check the references they supply. Speaking with prior employers and personal references can provide vital insight into someone’s work ethic and performance, especially for higher-level roles.
3. Examine the Cover Letters – Resumes are a great method to gain a good rundown of a candidate’s essential qualifications and experience. They can, however, be rather restricting. It’s tough to know whether an applicant has the necessary work ethic, high morale, and personality to fit in with the rest of your team.
Cover letters are an excellent approach to assess these additional qualities. We strongly advise requiring candidates to include a cover letter with their resumes when writing your job description. A cover letter can demonstrate a candidate’s communication skills. It can also provide them the chance to go over their previous work experience in greater depth and illustrate how it connects to the desired role.
4. Arrange for phone or video interviews – It’s a good idea to plan a phone or video chat interview before meeting in person. Many video conferencing services are now accessible, making it simple to hold a phone or video meeting.
You can observe a candidate’s communication skills and learn about their availability through phone or video interviews. You can read their body language and watch how they express themselves on video.
5. Pre-Employment Skill Assessments – When it comes to hiring, the most important thing for a company to know is whether or not the candidate has the necessary skills. A CV, cover letter, or even an over-the-phone discussion do not always demonstrate a candidate’s qualifications.
Skills testing is another technique of pre-screening. Pre-employment skill assessments are a wonderful way to see how an applicant will respond to real-world circumstances that they would face on the job.
Don’t waste your time looking for a needle in a haystack. Allow us to identify the ideal fit for your team so you may concentrate your efforts where they are most required.