In a 2018 online resource titled “Screening and Evaluating Candidates” SHRM makes the perfect business case for exercising good job candidate screening:
Practicing superior candidate management and offering excellent candidate care can help HR professionals select the right person for the job, while ensuring a sufficient talent reserve in the future. Even companies with limited hiring or a hiring freeze can benefit from taking a closer look at their screening and evaluation processes to minimize hiring time and to take advantage of new technology and improved screening and evaluation techniques.
Let’s take a look at some of the biggest benefits that job candidate screening offers to employers. Then we’ll review the most effective tools to use when evaluating potential hires.
Benefits of Job Candidate Screening
While there are numerous benefits that make job candidate screening a critical part of the hiring process, here are 3 of the biggest:
Saves Time
Taking the time to screen candidates during the initial phase of your hiring process saves you time in the long run. You’ll quickly weed out those who are unsuitable for the position – which prevents you from wasting valuable time in the later phases of the process, like during face-to-face interviews. Screening candidates will streamline your hiring and keep you efficient and productive.
Reduces Turnover
Job screening leads to smarter, more informed hiring choices. By taking time to carefully identify the candidates who best fit the position, you increase your chances of bringing the best match on board. And the better the match, the better your chance of landing an employee who will be happy with their job and stay for the long-term.
Creates a Safer Workplace
Job candidate screening isn’t just about evaluating a potential hire based on their previous work experience and their skill set. It also typically involves background checks and other pre-employment screenings that can help reveal previous records of criminal behavior, drug use, etc. Identifying serious job candidate issues allows you dismiss them from the hiring pool and keeps your current workplace safe.
Types of Job Candidate Screening
After receiving your flurry of resumes and employment applications, there are many tools you can use for screening potential hires. Here are a few of the most common, and most effective:
Skill & Behavioral Assessments
Skill and behavioral assessments can help evaluate a candidate’s skill level in a variety of categories. At A.R. Mazzotta, employers can choose from an extensive menu of assessments. We administer the evaluations, which can be done at the employer’s worksite or at one of our offices. Many assessments can be emailed to the candidate and completed online. When finished, we interpret the scores and help determine if you’re making a successful hire.
Cover Letters
Yes – cover letters are still a great job screening tool. It not only gives you a taste for a candidate’s writing and communication skills but also gives you a glimpse into their experience and skill set. It can also show you how well they follow directions (if you had certain cover letter requirements outlined in your job posting).
Phone Interviews
Phone interviews remain an effective way to chat with potential hires and determine if it’s worth your time – and theirs – to move ahead with an in-person interview. A productive phone interview requires planning. Know what questions you’re going to ask, and don’t let the conversation go off course. Take good notes or even record the call if you can. Just make sure you let the candidate know that you’re recording the interview.
Background Screenings
As mentioned above, conducting criminal background checks and drug screenings can help safeguard your current workforce and prevent mishaps from happening. Find a reputable partner to work with your organization to manage screenings and know what rights both you and the job candidate have when it comes to these pre-employment checks.
Reference Checks
Talking to a job candidate’s past employers and colleagues is a great way to get valuable insight into the candidate’s previous work performance. By asking the right questions, you can be more confident about your hiring decision. Some common questions include: Why did the person leave the company? What were his strengths/weaknesses? How did they manage feedback? Would you hire the candidate again?
Contact A.R. Mazzotta Today
Need help with your job candidate screening and hiring? We can help your company grow by placing the most qualified job candidates into your organization! Learn more.
Sources:
The Undercover Recruiter
SHRM