What is the best way to screen applications for any job?

Resume screening is the first step when you are looking for a person to hire. The average time recruiters spend on a resume is around 7 seconds.

Here are the different ways you can screen applications so that you can effectively evaluate every application.

Screening Automation

Every time your company advertises for any position, it can attract thousands of applications. But finding the candidates by going through each resume is an old-school method.

Before the resume goes to human hands, it gets screened by the software programs called resumes parser, an integral part of an ATS.

Technology is a great help because it automatically screens thousands of applications in seconds and helps to work remotely, especially during current times.

resume parser helps you find the candidate's information, such as their personal information, experiences, skills, hobbies, and education, in no time. As a result, recruiters can now make accurate hiring decisions, avoid biased decisions and do meaningful tasks.

Reference Check

What can be a better way to hire a person than to ask about their performance from their current or previous employers.

A reference check is one of the main ways of screening candidates. Shooting a mail or calling the reference numbers is an easy way to know better about the candidates. It is how you can know about the candidate's trustworthiness of facts provided by them and their behavior.

Skill Test

Many employers use skill testing to check the potential of the candidates. Skills assessment tests allow employers to gauge the abilities of job applicants for a particular role. In addition, many online tests are available by which you can tailor questions for open positions. These tests are designed to assess an individual's skills necessary to perform various and essential aspects of a job.

It is the best way to see candidate performance and is also a bias-free process. It helps to eliminate ineligible candidates and move the eligible to move forward.

Already published at https://bit.ly/2UhtwXV

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