How To Create an Applicant Screening Process

Pre-interviews, resume reviews, reference checks, and pre-employment interviews are all parts of the applicant screening process. This is done to identify those who are qualified to advance to the following stage of the hiring process. It entails identifying candidates who most closely match the credentials, backgrounds, and skill sets listed in the job description and excluding candidates who are not a good fit for the position.

Screening applicants

How to create an applicant screening process

Create an efficient applicant screening procedure for your business using the following steps:

1. Review resumes for minimum qualifications

Check to see if a candidate meets minimum requirements, such as being legally permitted to work in your country of employment, before giving them further consideration. Use an applicant tracking system that scans resumes for keywords and qualifications to speed up the resume screening process.

2. Check with references

To inquire about an applicant, contact the references via email or phone. This can involve inquiries into things like how they performed at their prior position and how they responded to criticism. Finding out about the applicant’s character and strengths on a personal level is beneficial.

3. Research online

Look up potential applicants online to learn more about them. You can find a candidate’s professional profile and social media accounts by conducting an internet search for them. Additionally, there might be news reports about them winning a prize or completing a task for work.

4. Look for preferred qualifications

Check resumes to see if candidates possess any of your optional but preferred qualifications next. These might be qualities like exemplary communication skills or a certain level of industry experience. Determine your “nice-to-have” features in advance so you can quickly identify them when skimming a candidate’s resume.

5. Arrange a pre-screening interview

Plan a pre-screening interview with candidates who satisfy both your minimum and preferred requirements. However, if you are conducting a high-volume hiring process, think about also interviewing candidates who only met your minimum requirements.

Ask the applicant questions based on their credentials during the informal pre-screening interview to determine whether they possess the abilities and experiences required for success. To decide whether to move forward with the hiring process with the candidate, you can learn more about them through the pre-screening. Be on the lookout if they give you conflicting information or if certain details on their resume don’t line up with their responses.

6. Consider assigning a skills test

Assign candidates to a skills test to determine whether they are capable of handling the job’s essential duties. This enables you to determine whether they have the necessary abilities to succeed with your business and meet a deadline. If there is a strong candidate you are strongly considering, you might want to give them a paid trial project to see how they perform as an employee. Sending the applicant a personality test to ascertain their behavioral characteristics is an additional choice.

7. Run a background check

You might want to conduct a background check on the applicant depending on the position. This might entail getting their driving record for a job where they would be using a company car or checking their criminal history for a job where they would be interacting with kids. Performing a drug test and checking their credit score are additional factors to take into account.

What is the applicant screening process?

Hiring managers go through a candidate’s resume or cover letter and conduct initial interviews, usually on the phone or computer, as part of the applicant screening process. A multi-step procedure called an application screening process is used to find the best candidate for a position that is open. An employer decides at this point in the hiring process whether they want to arrange a formal interview to find out more about a potential candidate. An employer typically evaluates a candidate’s training, abilities, and experiences to determine how well they would fit into the business and what they can offer.

Why is the applicant screening process important?

Finding the right person to assist in achieving the objectives of your company through the applicant screening process is helpful. The advantages of screening candidates before a first interview include the following:

It saves time

Employers can save time for the most qualified candidates by screening applicants and removing those from the pool who they won’t be considering for the position. The procedure streamlines the hiring process, increasing efficiency.

It decreases employee turnover

Employers frequently search for candidates who appear capable of committing to the business for a long time during the screening process. To determine if they are a dedicated and trustworthy employee, the pre-screening phone call can be used to ask questions like where they see themselves in five years and why they left their previous job.

It protects the workplace

By interviewing potential hires, you can determine whether they would get along with your current staff and have a positive outlook on life. This procedure also enables you to confirm that the applicant has no problematic past or traits that would be detrimental to the business.

Minimizes disruptions

You can reduce the number of interviews you schedule by screening candidates beforehand because in-person interviews require scheduling time out of your busy day. This is crucial because senior-level employees who frequently participate in these interviews frequently have pressing obligations and cannot afford to be distracted.

Tips for a successful applicant screening process

The following advice will help you successfully conduct an applicant screening:


What is application screening process?

Initial interviews are conducted by hiring managers during the applicant screening process, typically over the phone or computer, after reviewing a candidate’s resume or cover letter. A multi-step procedure called an application screening process is used to find the best candidate for a position that is open.

What are the five steps in the screening process?

Our Simple 5-Step Screening Process:
  1. #1 – Skills Testing.
  2. #2 – Resume Check.
  3. #3 – Async Video Interview.
  4. #4 – Online Research.
  5. #5 – Interview.

What procedures could be used in screening applicants?

14 best practices for screening job applicants
  1. Reviewing resumes. …
  2. Reading cover letters. …
  3. Conducting phone screenings. …
  4. Conducting video call screenings. …
  5. Interviewing. …
  6. Contacting references. …
  7. Searching candidates’ social media. …
  8. Using applicant tracking systems.

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