Companies of all sorts are attempting to recruit the finest staff possible. In order to do this, they use a variety of applicant screening strategies in their recruiting process to help narrow down prospective candidates. However, the variety of methods used by employers to evaluate applicants is wide and daunting. Here are four screening methods that would be effective for your company.

Phone Screening

Once you've narrowed down the most qualified applicants based on cover letters and resumes, you should set up a phone interview with them. What questions do you raise during a phone screening interview? First, you should double-check the candidates' job and academic histories. You may also inquire about their present position, pay demands, and availability. During the call, be sure to pay attention to how well they interact and take notes on their responses. The ability to be professional over the phone is essential for any candidate that will be making calls on behalf of the company.

 Taking the time to do this screening before an in-person interview can save you a lot of time as it helps you narrow down your options and reduce the number of in-person meetings.

Assessments

It can be very beneficial to use online exam proctoring software to evaluate candidate abilities. Using a proctoring software helps prevent cheating in assessments where you want to evaluate a candidate’s knowledge or problem-solving skills without them simply looking up the answer. There are several assessments available for employers to use, ranging from testing coding abilities to determining cultural compatibility. Find the ones that will provide you with a clear prediction of their potential job success. Aptitude assessments and personality tests are the most general types of tests.

In-Person Interviews

Both applicants and interviewers can experience anxiety during an interview. All sides are being assessed and want to have a positive first impression. As a result, to be a successful interviewer, choose the appropriate interview questions and be ready to answer a variety of questions about your organization and the position. Try to focus less on abstract questions and be more specific to the role you are seeking to fill. This will give you a better understanding of the applicant’s abilities and reduce unneeded stress from vague questions that don’t really have an answer.

Establish a comfortable atmosphere for the candidate during the interview and engage in authentic dialogue with them as much as possible. It is necessary to take notes during an interview, but it is also necessary to concentrate on the interaction in order to fully understand the candidate's attitude and outlook.

Background Checks

Another effective screening method is delving further into the candidates' past. Even if they have shown consistent attitudes and skills in the applicant selection period, it is prudent to perform a background search to identify problems that have not previously surfaced. Ensure that the ethical provisions of this procedure are followed while still protecting the candidates' integrity and privacy. To maintain compliance at this potentially sensitive phase, it would be prudent to have a straightforward business policy in place.

The job hiring process is as specific as the company itself, and various factors determine the right approach for yours. You must identify selection strategies that are dependable, predictive, and ideally suited to the positions you need to fill.