One essential part of any recruitment process is employment screening. In fact, it is the ultimate target: screen out the non-fit candidates, keep only the useful bunch, and eventually hire the most “likely-fit”, right?¬†There are different ways to go through this employment screening, but it is essential to have this process as early as possible, and yet as accurate as possible, with the least cost and time required .. as possible.
Screening would typically need to deal with two types of candidates: the ones who apply to the job, and the others whom the recruiter finds through candidate search (whether through social media, job board resume search, recruitment agencies…).
Traditional screening for both¬†types of candidates will require the recruiter to go through each applicant’s resume, read it carefully or at least look for “vital signs” of the applicant matching the requirements of the position – being a recruiter, i’m sure you know how “unfit” some of the applicants can be! (this needs an article by itself), so this would be a huge amount of work and a waste of time for the recruiter. In addition, the recruiter might miss some of skills or qualifications the applicant has and would be dropped earlier in the screening phase, while he would have been a potential hire. After this step would come the interview stage, followed by some sort of testing and qualifying for the candidate, which will ultimately take several stages before the candidates gets properly screened.
In order to avoid the time delay, the relevant cost wasted (the recruiter can be doing lots of other things), as well as the potential mis-screening by the recruiters, the modern and better way would be the use of automated employment screening methods, namely screening questionnaires. Screening questionnaires are bundled within an Applicant Tracking System – ATS (such as the one provided by HRsmart¬†), and are a great way to save all the traditional screening hassles.
The screening questionnaires will help screen out the non-fit candidates, and screen in the potential hires. It would generally allow you to generate a list of questions and potential answers you would like the candidate to answer, on a per job basis. And based on these answers, and based on how you would want the ATS to deal with candidates who provide so or so answers, would automatically screen in or screen out these candidates, without the need of interference from the recruiters. So for instance if you are looking to hire someone who’s willing to relocate to I dont know .. Ougadougou, you can set your screening questionnaire with such a question, screen out anyone who answers by “No”, and screen in anyone who answers by “Yes”. You get the drill!
As i was actually reading a comment on an article from a job seeker, he was saying “i would not want some automated tool to screen me”. Well, au contraire¬†my friend, it is really to your benefit to be screened by an automated tool, for it is guaranteed to better find your potential fit for the job, at least the initial fit, save your time, as well as the recruiter’s time. Unless you are looking for a special treatment (as what would happen in some parts of the world), then you should¬†cheer¬†for automated screening.
So in short, with Automated Employment Screening: Time is saved, Cost is cut down, Accuracy is guaranteed.
What are your thoughts?