While recruiting the talents, the very first task includes screening the resumes and application received where as an HR you skim the resumes and conduct the screening interview for the candidates.
For HR, who’s the sole operator of the process, it can be time-consuming and tedious since the number of applications received is huge at times. As a result, it reduces the resume screening efficiency throughout the process.
In this blog, we share resume and application screening techniques that you can implement to elevate your hiring process.
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The cost of inefficient resume screening.
Inefficient resume screening is the hindrance that limits you from having a qualified and worthy candidate for your open position. If applications are not reviewed properly, it costs the organization time, overcrowding of the workplace with unsuitable candidates, increasing cost thus increasing the workload on the HR.
These issues can be resolved only through smart work where the process of screening the applications and resume will be done through automated tools and defined techniques.
The average recruiter spends nearly one-quarter of his/her time screening applications. In this environment, to identify good candidates and reduce time to fill, HR needs to redesign processes to enable candidates to demonstrate their commitment and quality earlier in the process.
According to a report by Gartner.
Step by step application review process guide.
Recruitment begins with receiving the applications and reviewing them thoroughly, which helps you to make the candidate selection.
Below is a guide that outlines the structured and efficient approaches to refer while reviewing and screening the applications to ensure you pick the right ones.
- Develop a screening criterion: Always develop a prescreening criterion before starting the actual process. This setup will let you identify and guide you throughout the process to what you expect from the screening test’s outcome. For example, to ensure that your expectations are being met, set certain keywords and match them with the resume which will help you to filter out those resumes which have those qualities in it.
- Leverage technology to do bulk actions: When you receive the application, instead of skimming all the application one by one, utilize the technology to do bulk action in one go. This will help you save time and effort.
For example, HROne has a feature of recruitment automation where you can import candidate’s resumes in bulk or individually. In case there are manageable number of applications, you can use the option “add candidate” and where there are more applications, you can opt for “add candidates in bulk” option.
- Search for the perfect match: Implement keywords and search only for applications that contain the keywords. It stands out as a particular application based on the keyword.
For example, in case you are looking for content writers who know about SEO, you can generate a keyword “SEO content writer” which will help you to filter the specific applications containing the asked skill.
- Repeat the review process: Automated processes are always error-free and easy but just to make sure that you are getting what you were looking for, check and skim the applications generated by the recruitment software manually to be confident about the shortlisted candidates for screening interview.
- Generate the invite: Once you are done with the process of confirming the candidates that are to be called for screening interview or call, generate an invite mail to those candidates mentioning all the necessary information about the interaction. You can use templates. HROne has templates in the software through which you can send the invite and personalize them the way you want.
HROne lets you create knockout questions to eliminate applicants who are unable or unwilling to perform key jobs or don’t have required qualifications.
Techniques to optimize your screening process.
Resume screening process can be made efficient by strategizing and properly outlining the process. Presenting a few tools and techniques you can utilize to streamline application and application review process.
- The “new-age technology” technique: Leverage the technology to the best. You can use software that has Applicant Tracking System feature to parse the resumes and do the initial pre-screening tasks based on the pre-defined criteria. This will save you time and ensure that the screening is consistent.
- The “skill assessment” technique: The best way through which you can anticipate the candidate’s skills before a personal interaction is assignment. You can give assignments to the applicants for a specific job role. Doing so will help you look beyond the resumes and applications. For example, in case you are hiring a candidate for content writing, you can ask them to write a blog on a relevant topic. You can give them keywords and word limits.
- The “scoring” technique: While screening the candidates, use a scaling rubric to note the reviewed applicant’s remarks. Generate a proper scaling system before communicating with the candidate so that you can expect the least from them during the screening interview. For example, you can rate qualifications and skills based on a scale of 1-10 where 1 doesn’t meet your required set of expectations and vice versa.
- The “Time projection” technique: Set a realistic timeline for the process when you review the applications. This will discipline the process and represent the punctual side of the organization to the candidate. Don’t stretch the process too much or keep a tight timeline that cannot be achieved.
The challenge for HR today is not only limited to screening and interviewing the finest talents but also nurturing them so well that they turn into employees. However, you must also remember, efficient screening and application review is essential and unavoidable because it holds the foundation for the whole interview process. Make sure you lay the best foundation for the same.