Screening job applicants is an imperative part of the hiring process because it’s the first step in helping you find the best person for a role. However, it can be an extremely time consuming process, especially when you’re screening candidates for numerous roles at one time. That’s why we’ve put together 5 tips for how you can screen candidates more efficiently…because who doesn’t want more time in their day?

1.) Set Screening Criteria

Firstly, make sure that you set criteria for each role as this will guide you through the screening process and will help you decide which questions to ask (#2 below). Most often, criteria is based on years of experience or education. For example, if you’re recruiting for a Marketing Coordinator, your criteria might be that you require three years of SaaS marketing experience and a Bachelor’s degree in Marketing.

2.) Have a List of Questions Ready

Having a list of specialized questions prepared for different roles before an interview improves both the speed and accuracy of your recruiting. This also helps to mitigate bias because each candidate will go through the same screening process. Developing a thoughtful list of questions ensures that you’ll gather enough insight about the candidate’s level of ability. Plus, candidates will have a better experience when the interviewer is prepared.

3.) Use an Applicant Tracking System (ATS)

If you use an ATS, it can automatically review resumes and select the candidates that best match your job descriptions. ATS’s allow you to screen candidates very quickly as they can search for keywords in candidates’ resumes, which can be an effective screening strategy if you need to fill a position urgenty.

4.) Use Video Interviewing

According to Indeed, 82% of employers use virtual interviews. If you want to make your phone screen a little more personable, using video interviewing adds a visual element, which allows you to see a candidate’s expressions and body language. In addition, no one has to commute, which saves both time and money for the candidate and interviewer.

5.) Chart How Your Candidates Compare to One Another

Scoring candidates according to the screening criteria you’ve set helps to realistically compare candidates. Create categories for each candidate requirement and then score each candidate within the individual categories. This helps to visualize which candidates are the best fit for your company and helps to make a more effective, efficient, and equitable hiring decision.

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