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.
“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.”
“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.”
Technology has made screening candidates easier than ever- and while there are many methods for screening candidates, a few generate exceptionally reliable results.
One of the most effective ways to screen employees before they are hired is through a combination of team interviews, background checks, aptitude tests, and personality assessments. Team interviews will give you a good idea of how the candidate will interact with the team, while background checks can help you ensure that they have had no criminal offenses or too much job hopping. Aptitude tests are an excellent way to assess their technical skills and confirm their qualifications. Personality assessments will give you insight into their personality type and culture fit within your organization.
Most companies begin the screening process with an initial call (sometimes referred to as a screening call) to assess a candidate’s basic qualifications. This is usually done by HR representatives and can be supplemented with job-specific questionnaires or assessments. The goal here is to narrow down the list of candidates to those who are most qualified for the position so that the hiring manager and team members conducting interviews don't get inundated and lose productivity - and this is just one of the many ways to screen employees before they get hired. There are also games, challenges, and simulations designed to test a candidate’s problem-solving skills.
Once the screening call is finished, if the candidate is moved into the interview funnel, hiring managers typically conduct interviews with the top candidates. Interviewing provides an opportunity for both parties to learn more about each other and assess whether this person would be a good fit for both the role and company culture.
Different types of screening techniques will work for different companies and positions, but one solution that can help you gain unique insights into your candidates' ability to perform well in a role and fit the culture of your team is interview intelligence software. Platforms like Pillar give your team insights that only AI can provide. Micro-expressions, tonal changes, and body language can give you an even clearer picture of the candidate’s suitability for a role.
Let me take a step back, if you're asking the question, "What is the screening process?" then you likely have candidates in the pipeline and are looking to select the best fit for a particular position. A screening process example is the series of interviews and assessments that allow recruiters and hiring managers to evaluate potential employees before they're hired.
The goal of the screening process is to identify which candidates possess the skills, experience, qualifications, attitude, and culture fit necessary for a particular job. To achieve this, employers use a combination of interviews, questionnaires, assessments, and background checks to gain insights into their prospective hire's qualifications and personality.
During these assessments, hiring managers should ask candidate screening questions that are tailored to the role they’re looking to fill. This may include technical requirements for the job or culture-fit questions such as “What do you think your biggest contribution to our team will be?” These questions can help hiring managers determine if the candidate has the appropriate skills and attitude for the job.
Once the interviews are complete, it's time to evaluate candidates after interviewing them (which we'll talk about in a later section). Each of these steps was created to identify the best people so that you can hire top performers.
Let's look at a screening process example in its entirety to showcase why candidate screening is important.
When a candidate has been identified and entered the applicant pool, they're scheduled for a screening. The initial screening will generally be with a representative from HR, and include a series of candidate screening questions to make sure that the candidate is qualified for the role.
If they're given the green light from HR, the next step is often a hiring manager interview. This is a vital screening process step, as it allows the hiring manager to assess the candidate's fit with the team, their technical skills, and experience as well as verify that they understand and can contribute to the company's mission.
Next, either a peer or a panel from the team will interview the applicant. This is an opportunity to test the candidate's skills and how they interact with other team members. During this process, the team can give feedback to the hiring manager on how the applicant fits into the team cohesively.
Now, here's where things will change based on your open roles. The next screening process steps could involve technical interviews if there are specific software engineering roles in the mix or customer-facing roles where customer service plays an important. These next steps could include personality profile tests, interview assessments, and culture or predictive index tests that showcase the candidate's performance potential.
The final stage of screening is for technical roles or executive positions. This stage usually requires more detailed aptitude tests, such as coding challenges or security assessments for executive roles that will show the team they've truly found an A-player.
Our team put together a great guide that will walk you through crafting a unique interview process. Check out; "The Ultimate Guide for Hiring Teams" to create an interview process that's custom to your needs.
The screening process is a vital part of finding the right candidate for any job. Without it, you could fall into the trap of hiring people who don't have the necessary skill set or cultural fit for your team. We understand that creating an effective screening process can be both time-consuming and overwhelming - but with these steps outlined above, we believe it's possible to create a custom experience that is tailored to the roles you're looking to fill.
Now that you have a hiring process down, let's talk about the tools you need to make the best hires. Candidate screening tools come in all shapes and sizes, and everyone has a different preference on what they like to use.
The best recruitment assessment tools have a few things in common: they are easy to use, give you insights into the candidate's qualifications and potential, and are cost-effective. Here are some of our favorite tools for screening and evaluating candidates in order of use:
- Applicant Tracking Systems (ATS): Lever
- AI Candidate Sourcing: Paradox
- Digital Assistant: HireEZ
- Interview Intelligence Software: Pillar (shameless plug!)
- Onboarding Software: BambooHR
When you combine all of these into one seamless integration, you'll be able to find candidates, screen them, assess their performance, get team feedback, and store all of that data in one place so you one have one source of truth. That is why we believe strongly in this method for screening candidates. Not only does it simplify the process, it also allows you to make more informed decisions about which candidate is best suited for a role.
Finding the best candidates is still a challenge; with workforce shortages across many key industries, and a changing job market, it’s important to have the right tools in place to find quality candidates quickly. That's why screening processes are so important.
At the end of the day, having an effective screening process is key for hiring great talent that your company can depend on. With the right tools and strategies in place, you can easily identify top performers and make confident hiring decisions.
Once the screening process is complete and you've identified the ideal candidates for a role, it's time to start the evaluation process. Evaluating candidates after interviews can be as simple as reviewing a candidate scorecard, or as complex as creating detailed competency-based assessments for each candidate. Everyone has their own preferred methods for screening candidates.
It's important to create standard criteria that you can use to evaluate all candidates. This should include ratings on their responses to candidate screening questions, grasp of skills related to the job tasks, technical skills, and desired attributes needed for the role. It’s also a good idea to ask yourself “How will this person contribute to the team?” and rate them accordingly.
It's also a good idea to evaluate a candidate after each interview step. That way, you can have an accurate overview of their performance throughout the entire screening process. This way, if there are any changes in their performance or your opinion of them, you can use this data as evidence when making a final hiring decision. In any screening process examples make sure to objectively hire and refrain from making decisions on your gut.
At the end of the day, it's important to evaluate each candidate objectively and fairly. Make sure you take into account all the criteria for your job position and then weigh them against individual candidates. This will help ensure you make an informed decision about who is the best fit for your team. With a thorough evaluation process in place, you can make sure that you are always hiring the top candidates for your open roles.
The process of screening and evaluating candidates is an integral part of finding great new team members. With a well-thought-out plan in place, you can ensure you’re making informed decisions about who to hire.