Way more than just video interviews.

Our interview intelligence guides you through the entire interview process, so you find your next great teammate—effectively and equitably.

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“Having the ability to record and share interview clips with our hiring teams has been a game-changer in getting good candidates into the process and speeding up our time to hire.”

Rita
Programs Manager, Talent Acquisition

“Pillar is a huge opportunity for us to be completely confident about the fairness and effectiveness of our assessments. It is an invaluable tool for coaching, developing and supporting our newer interviewers on the team.”

Taylor
Director of Talent

Candidate Screening

An efficient candidate screening process is crucial for any organization that wants to hire great candidates. By identifying the most qualified job applicants, an efficient candidate screening process can help organizations save time and money while also ensuring that they find the best possible employees. Furthermore, an efficient candidate screening process can help to level the playing field for all job applicants,

Some of the best methods for screening candidates include using online tools such as job boards and social media, as well as conducting in-person interviews. Additionally, it is important to consider using a variety of assessment methods to get a well-rounded picture of each candidate. Finally, it is also important to remember that the screening process should be tailored to the specific needs of each organization.

Important screening questions for recruiters to ask themselves in the process of creating a shortlist of candidates to interview are:

What are the must-haves for this role?
What would be nice to have to fit the company culture, team dynamics, and customer needs?
What is the minimum experience required to succeed in this role?
Are there any specific skill sets or qualifications that are required?
Is there a specific education level that is required or preferred?

After answering these questions, it is important to develop a candidate profile that includes all of the essential qualifications and skills for the role. Think of this like an avatar to market to.

Once this profile is created, job seekers can be screened against it to ensure that they meet all of the necessary criteria.

Candidates who meet the necessary criteria can then be loaded into your interview intelligence software and the interview process can begin.

Why is Candidate Screening Important?

Applicant screening is invaluable to an organization for a number of reasons:

First, it saves recruiters and hiring managers time - An effective screening process can save time by weeding out unqualified or unsuitable candidates early on in the process. This means that recruiters and hiring managers can spend less time reviewing resumes and applications, and more time interviewing the best candidates.

Second, it saves money - Poor hiring decisions can be very costly for an organization. Hiring the wrong people not only wastes time and money on the initial hiring process, but it can also lead to high turnover rates, which can be even more costly. An effective screening process can help to avoid these costly mistakes by ensuring that only the most qualified candidates are interviewed and hired.

Third, it helps to level the playing field for all job applicants - By creating candidate screening processes and candidate assessments that are fair and objective, organizations can help to level the playing field for all job applicants. This is especially important for organizations that want to increase diversity in their workforce and bring new voices to the table.

So if you're wondering, "Why is candidate screening important?"

In short, screening is the key to the successful growth of your organization.

By using an efficient screening process, organizations can avoid the cost of bad hires by ensuring that only the most qualified candidates are selected for interviews.

Screening and Evaluating Candidates

So let's talk about what an efficient candidate evaluation process looks like.

Out of the gate, it's important to have a plan. You need to know what you're looking for in a candidate, and you need to have a way to measure it.

Start with the "Ultimate Interview Checklist." This playbook will walk you through the interviewing process from writing a job posting all the way to making an offer.

As a first step, we recommend that you start with an implicit bias test to understand where you may accidentally favor your decisions toward one group or another. Harvard University offers a great free option through Project Implicit.

We also have a great resource on this, "6 Ways to Combat Interviewer Bias."

Second, you need an avatar to screen resumes against.

Working with a team leader or hiring manager to develop a list of necessary skills and the assessments needed to prove a candidate's competency in each area can help to create a candidate profile that is objective and clear.

Screening and evaluating candidates is very simple when you know what's required for them to succeed in the role. But you may still need to use a variety of assessments to get a well-rounded picture of each candidate's abilities.

Third, you need to interview candidates using structured behavioral questions.

Asking all candidates the same semi-structured questions in the same order will help to ensure that each candidate is evaluated fairly and equally.

A great candidate evaluation example question would be, "Tell me about a time when you had to deal with a difficult customer. What was the real problem and how did you solve it?"

By asking behavioral questions, you can get a sense of how the candidate has handled similar situations in the past, and whether or not they would be able to handle them effectively in the future.

Finally, you need to make sure that you're making decisions based on data.

Using interview intelligence software can help you remove subjectivity from the decision-making process by tracking and measuring the performance of each candidate against the same criteria.

By using an interview intelligence platform, you can be sure that you're making hiring decisions based on data, not on gut feeling.

What is the Screening Process

A screening process is a way of assessing job applicants to identify the most qualified candidates for an open position. The screening process for hiring can involve a variety of assessment tools, including interviews, aptitude tests, and reference checks.

Organizations use screening processes to save time and money by only interviewing and hiring the most qualified candidates.

What is the screening process in recruitment?

Efficient recruitment screening involves using a variety of assessment tools to identify the most qualified candidates for an open position. The screening process for hiring can involve interviews, aptitude tests, and reference checks.

Organizations use screening processes to save time and money by only interviewing and hiring the most qualified candidates.

What are the stages of screening in recruitment?

There are typically four stages of screening in recruitment:

1. Initial screening: This is the first stage of screening, where job applicants are assessed to see if they meet the minimum qualifications for the position.
2. Secondary screening: In this stage, job applicants are phone screened in order to assess their qualifications in more detail.
3. In-person/ Remote screening: In the third stage of screening, job applicants are interviewed in person to assess their qualifications and experience.

This stage is where a team may come in and interview a potential colleague to see if they'd be a good fit for team dynamics and company culture.

This is also where behavioral and situational questions may be asked to identify a candidate's ability to perform well in the role they're being hired to do.

4. Reference checks: In the fourth and final stage of screening, references are checked in order to verify the information that the job applicant has provided.

Like flying, we want to begin with a destination in mind. That destination is a great hire.

By creating pre-employment screening processes, you will eliminate candidates who are not suited for the role, and in turn, save time and money by only interviewing those who have a proven track record.

What is Screening in HR?

What is screening in HR?

HR screening is the process of assessing job applicants to identify the most qualified candidates for an open position. The screening process for hiring can involve a variety of assessment tools, including interviews, aptitude tests, and reference checks.

Organizations use screening processes to save time and money by only interviewing and hiring the most qualified candidates.

Great HR Screening Questions Include:

-What are the candidate's qualifications for the position?
-What are the candidate's career aspirations? Do they align with the company's career path?
-How would the candidate handle a difficult situation?

By asking these questions, you can get a sense of how the candidate has handled similar situations in the past, and whether or not they would be able to handle them effectively if hired.

Screening and selection of qualified candidates are one of the most important functions of human resources. By using an interview intelligence platform, you can be sure that you're making hiring decisions based on data, not on gut feeling.

Human resources are constantly faced with the challenge of finding the most qualified candidates to fill open positions. The screening and selection process is crucial in order to identify the individuals who have the skills and experience needed to be successful in the role.

Screening Process Example

So far we talked about screening process examples. But what does a screening process in business look like?

The screening process should begin with a review of the resumes and applications that have been received. From there, the most qualified candidates should be selected for an initial phone screen.

Screening process questions work like a funnel.

A large group of job applicants are compared to an avatar built for the open role and are narrowed down to the most qualified candidates through a series of assessments, interviews, aptitude tests, and reference checks.

The goal of a screening process in HR is to identify the most qualified candidates for an open position and only interview those candidates. An effective screening process in business saves the company money and the team time.

Pillar offers a great playbook to help you build an efficient and equitable interview process, you can download it here.

Another way you can streamline the hiring process is by using interview intelligence software powered by artificial intelligence.

Pillar's interview intelligence platform will help you speed up the hiring process by allowing you to measure candidates objectively based on their responses to questions, and compare them side-by-side. It empowers your team to make better hiring decisions, faster.

To learn more about how Pillar can help you improve your screening process, request a demo today.