Tips to screening perfect candidates when hiring?

In the long term, efficiently screening and reviewing job candidates will make hiring and managing your staff easier and save time. Preparation and a review system will allow you to complete the task with minimal effort. If you follow a few basic steps and observe federal and local rules, you can locate the ideal individual for the job, whether you're looking for entry-level labor or professionals.

Overview

Staffing professionals are increasingly adopting social networking sites to find, contact, and filter both active and passive job candidates as a result of significant technological advancements over the last decade. The article provides an overview of the most frequent and effective methods and strategies employers use to screen and evaluate potential job prospects, in addition to a focus on social networking's impact on the hiring process.

Candidate Screening and Evaluation Tools

The following are some of the methods most employers use to locate and hire the best candidates for a vacant position:

Recruiting resumes and applications by posting open positions on job boards.
Pre-screening to remove candidates who do not fulfill the position's minimum standards.
Using a preliminary assessment to weed out candidates who don't have the necessary skills and abilities for the job.
Conducting in-depth interviews and job simulations to identify individuals with the best chance of succeeding on the job.
Confirming candidates' stated work experience and qualifications.
Each of these stages in the screening and assessment of candidates is discussed separately in this article.

Identifying Job Candidates Who Are Eligible

An employer's ability to find qualified candidates for open positions is aided by a thorough job application and an effective applicant tracking and resume management system.

Application for a job

The following should be the guiding idea behind any question asked of an applicant (whether in an interview or on the employer's application form): Can the employer show that asking the question is necessary for the job? To establish if any discrimination has occurred, the Equal Employment Opportunity Commission (EEOC) looks at the question's objective as well as how the information is used. As a result, employers should only ask job-related questions to applicants. Before asking the question, the interviewer should consider whether this information is required to assess the applicant's qualifications, skill level, and general competence for the job.

Managing resumes and applicant tracking

Hiring managers can save time by using technology to screen prospective candidates. Many businesses employ an online application procedure that incorporates internally approved behavioral evaluation tools. The goal is to implement a strong and efficient hiring system that saves managers time, improves hiring quality, and saves money by reducing paper usage.

Companies are rapidly converting their previously paper-based compliance forms online, producing a variety of new efficiencies, thanks to modern applicant tracking technologies. If everything is done electronically, if there is an audit, all relevant information is already in the system. Because the amount of paper in new-hire packets is reduced, this automation saves both money and time.

Reviewing job applications and resumes

The goal of an employment application and resume screening is to weed out candidates who don't meet the job's basic requirements (e.g., minimum experience or education, willingness to relocate, salary requirements). Many HR professionals still manually screen each resume or application, despite the fact that technology has drastically modified this phase for those who use applicant tracking systems. Some applicant tracking systems (ATS) have dashboard-style reporting capabilities that allow you to rank and sort candidates throughout the pre-screening process.

Interviews over the phone

A phone interview is a quick and low-cost alternative to an in-person first-round interview. An initial phone chat can reveal a lot about a candidate's overall communication skills, sense of humor, capacity to listen, attitude, and professionalism to an employer. Employers use phone interviews to see if an applicant has the necessary education, experience, and knowledge for the position. They also examine the candidate's purpose for applying for a specific position to ensure that he or she has reasonable expectations.

Related: 7 Tips for Successful Phone Interviews

A typical pre-screening telephone interview lasts 20 to 30 minutes and contains questions aimed to weed out individuals who aren't qualified. Given are some examples of questions:

Is this position's salary range within your acceptable range?
What is your motive for looking for a new job?
What are the top three responsibilities in your current or previous job?
What is your highest level of education?
What do you think your strongest skills are, and what do you think your biggest problems are?

Employers can plan a face-to-face encounter or determine that they have no further interest in the candidate in a reasonably short amount of time for a minimum cost.

Social media usage

Online technologies are gradually exposing previously private data to the general public. If you type a person's name into a search engine like Google, you might get a video from YouTube, a Facebook profile, images, and a slew of other bits of information that serve as a social "resume." The blurring of lines between appropriate and inappropriate usage of this type of material is typical among people born after 1993 who have always lived in coexistence with the Internet. Other generations, on the other hand, may find it unsettling to know that their personal information is simply a click away. Employers may find a wealth of useful or minimal information when they use online search engines and social networking sites to evaluate job seekers quickly, easily, and systematically, depending on how well prospective employees are protected from their online privacy. Despite these dangers and uncertainties, human resources departments are increasingly turning to the Internet as a source of information.

Social media, for example, can provide a glimpse into applicants' professional personalities. Do they belong to any professional groups? What kinds of volunteer activities do they participate in? What kind of additional organizations do they collaborate with? Will they be a good public face for the organization?

For Human Resource, Payroll and many more HR Services, visit our website https://lingueeglobal.com/