How to pass a screening interview in

Your resume caught the attention of a recruiter. That's great news. But now you need to impress during the screening round interview so you can get an interview with the hiring manager. Since you may have very little notice of a screening interview, it's a good idea to prepare ahead of time with screening interview tips. What is the screening process in recruitment?

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Content:

• Screening Questions: Speed up your recruitment!
• Stages of the Interview
• Top 20 Phone Interview Questions & Answers [Best Examples]
• Screening Process
• Types of Interviews
• Gartner Interview Process: How To Succeed In Your Interview
• 6 tips and tricks for screening and engaging candidates via text message
• A Resume, Applicant & Pre-Employment Screening Guide
• Resume Screening:

WATCH RELATED VIDEO: TOP 10 PHONE INTERVIEW TIPS! (How to PASS a Telephone Interview!)

Screening Questions: Speed up your recruitment!

Resume screening is one area that can slow the entire recruiting process down. One study found a recruiter takes an average of seven seconds to review a resume. That may not seem like a lot, but consider all of the extra time it takes to open emails or messages, download the resumes to your desktop, open each one and then organize and rate them.

Now the task seems much more time-consuming. For businesses dealing with regulatory compliance hurdles, recordkeeping on pre-employment screening and applicant tracking need to be not only efficient but also accurate.

A simplified pre-employment screening process, one that includes resume management and background checks, is essential for HR departments and businesses. Resume screening is a critical part of the hiring process. It involves looking at submitted resumes and determining if a candidate is qualified for an open position. To further break the process down: An HR or hiring manager uploads a job posting to a job board and that listing garners multiple applications and resumes, maybe even hundreds.

HR must then look at each of those resumes and determine which candidates are qualified for the position. If a candidate is qualified on paper, then more time needs to be taken to determine if the candidate should move forward in the hiring process, i.

A good resume screening process should be efficient and maintain compliance. SHRM estimates typical time to hire at 36 days. Resume screening is also especially critical for companies that are Equal Employment Opportunity EEO employers as they are required to report on all applicants to maintain compliance.

Every resume sent to your company needs to be tracked and stored in the event of an audit. Resume screening involves several steps to record all submissions and separate the resumes of qualified candidates from those that need to be discarded or filed for future use. Hiring managers will need to:. The first challenge with screening resumes manually is minimizing its impact on your time to hire. Time to hire is the number of days it takes to hire a new employee.

It begins when a candidate responds to your job posting and ends when he or she accepts an offer, spanning the length of time a candidate is in your talent pipeline. If the resume screening step of the process is too lengthy, you risk candidates becoming disinterested or worse, sharing their negative candidate experience with others. With time to hire averaging about 30 days, you can easily identify how much time resume screening takes and evaluate if it is too long.

Use this chart as an example of how to measure time to hire:. Another major challenge to resume screening is maintaining compliance while controlling volume. Any HR department can easily get overwhelmed sifting through an excess number of unqualified applicants.

Yet for those companies that must maintain EEOC compliance, dealing with a high volume of candidates can lead to costly mistakes. A third challenge is ensuring you receive a high number of qualified applicants. According to SHRM , while time to hire metrics identify the speed you hire a new employee, quality of hire metrics reveal the impact those hiring decisions have on a company. Measuring quality of hire typically comes down to analyzing turnover rates, job performance, employee engagement and cultural fit.

While the challenges surrounding resume screening may never completely be eliminated, technology and tools can certainly ease their effect. Candidates can apply in as little as three minutes, and managers have a real-time view of how their job postings are performing. Maintaining compliance is effortless with an ATS that supports your AAP plan through job postings and back-end reporting. And with batch candidate features, the ATS only shows a batch of candidates at a time, eliminating the potential need to report on hundreds of candidates.

As far as improving your quality of hire metrics, an ATS gives employers the ability to set parameters on job postings that only allow qualified candidates to move forward with the process. Plus, a faster application process reduces drop off, ensuring you receive more high-quality applicants.

Providing a great hiring experience gives candidates an idea of what they can expect if they choose to work for your company. You need to get the best resumes to the top of the pile. A resume is just the first tool used to screen candidates. The entire screening process involves much more, including the actual job posting plus phone, in-person and remote interviews, pre-employment testing and verifications.

All of these steps and tasks are integral to finding a candidate that will not only be qualified for the position but also will be a productive, long-lasting employee. A strong workforce starts with the best candidates, pure and simple. As an ATS keeps records of all applicants and resumes, great candidates who may not be perfect for one position are reserved in case they are ideal for a future role at your company. As hiring practices get more competitive, having a bank of talent can give your company an edge in recruiting.

An employment application should include questions that provide the hiring company basic information about the candidate name, address, contact information and work eligibility. It should also ask questions that give the recruiter the ability to determine if the candidate meets the requirement for the job.

This information includes employment history and education but also if the candidate can perform the essential functions of the job as listed.

This last part is where employers need to take care to remain compliant. State and federal EEO laws prohibit pre-employment inquiries that disproportionately screen out candidates.

Once resumes are submitted, use an ATS to import the documents into your recruiting software where it can extract specific pieces of information into a singular format. This type of resume parsing can identify keywords and organize candidates by predetermined skillsets, education levels and more.

Resume parsing and subsequent ranking of candidates saves a significant amount of time for hiring managers. For high-consequence industries, such as manufacturing or construction, resume parsing can identify certifications and licenses to ensure the candidates meet company, state and OFCCP requirements. Since everything is done digitally, all of the information is saved for reporting or in the event of an audit. Once the resumes are sorted, the ATS can batch the resumes according to the best candidates, based on custom-set criteria.

In many cases, a LinkedIn profile lists past places of employment as well as memberships to professional organizations and industry connections. Keep in mind that not all candidates have an open social profile and in others, the information may not be accurate. The interview should last only about 10 to 15 minutes, and should ask questions like:.

Candidates who pass the initial pre-screening interview move on to the in-person interviews. The in-person interview not only provides the recruiter with more information about the candidate but also gives the candidate more information about your company. It is essential that the candidate gets a feel for how your company operates. Introduce the candidate to your company culture by inviting team members to discuss the day-to-day workings of your company. Consider taking our quiz to see if your interview process is up to par.

Prior to the COVID pandemic, virtual interviews were typically only used for long-distance workers. Now, HR departments rely on them to safely interview every candidate. And with work-from-home becoming commonplace, the video interview is likely the interview option of the future. A virtual or online interview should cover everything an in-person one would, i. Yet because it is done online, other considerations should be made. Set meeting expectations ahead of time, test connections and make sure the candidate has the capabilities to join.

Also be considerate of time zones, and create a virtual hangout and invite the candidate to join. Pre-employment tests measure skills, intellect, personality or other characteristics of candidates.

These tests include cognitive ability tests that measure intelligence, physical ability tests, aptitude tests and personality tests.

Before implementing pre-employment testing, the employer needs to determine which tests are necessary, what skills, knowledge and abilities the position requires and who will monitor the test. Pre-employment testing can be time-consuming but can also provide valuable information. Once a candidate passes all the screening, interviews and pre-employment testing, the last step is to verify their employment eligibility and check their references. For example, background checks are used for candidates who will work with vulnerable populations like children, the elderly or the the physically and mentally impaired.

For industries that must maintain worker safety, drug screening services can be used to conduct 5-panel and panel drug screens, DOT Look Alike and DOT Regulated Lab screenings, while E-verify can be used to confirm eligibility to work in the United States.

Not all candidates are honest on their resumes. According to SHRM , studies show an increase in the number of discrepancies between education records and information applicants provide.

A recruiter can also ask the candidate to submit a copy of his or her transcripts or ask the educational institution to submit it directly to the employer.

According to Indeed , contacting references helps verify that the candidate has the experience and skills they claim. Indeed suggests asking these questions :. Our ATS automatically updates to the latest regulations and requirements so you never have to worry about whether your compliance standards are up-to-date. Contact our team to schedule a demo and see firsthand just what our ATS can do to help. Strengthen and streamline your HR processes with a modular solution that grows as you grow.

We'll help you build a plan to become more productive and stay compliant. Topics in this Post: applicant screening , Applicant Tracking , background checks , employment application , pre employment screening , pre screening , resume management , Resume screening. Discover the Bridge to Better HR. Generic selectors. Exact matches only. Search in title. Search in content. Search in excerpt. Search in posts. Search in pages. Before You Go….

Stages of the Interview

Replace traditional phone interviews with on-demand video interviews to engage many candidates at once and move qualified talent to next steps faster. On-demand video interviews also ensure a convenient, consistent, and equitable candidate experience. Our interview guides include dynamically generated job- and competency-specific questions that allow hiring teams to make an initial determination of skills, abilities, and fit. With on-demand video interviews, you can customize content and candidates get a convenient way to record their answers — on their own time, where they are most comfortable, whenever it fits their schedule.

Top 20 Phone Interview Questions & Answers [Best Examples]

Reading time: about 8 min. Posted by: Lucid Content Team. Of the many responsibilities you have as a human resources professional, your most important job might be to find people who will be the right fit for your organization. Then you had to look through each one to identify which candidates had the qualifications that met your requirements. Technological advances have made resume screening much easier today. You no longer have to slog through a mountain of printed applications and resumes—now you have computers to do that for you. Still, you need to have a solid screening process in place in order to find the best people. In this article, we will discuss the steps in the screening process, offer some example HR screening interview questions, and tell you how Lucidchart can help you streamline the entire process. You are going to draw from a pool of candidates and apply screens to compile a short list of suitable, qualified candidates.

Screening Process

This section describes the human rights issues that commonly arise in interviews, some of the types of questions that may or may not be asked, and how to make hiring decisions that do not contravene the Code. Supervisors, managers and human resources staff who are responsible for making hiring decisions must be trained and educated to identify and eliminate discrimination, harassment and barriers to advancement for persons protected by the Code. An employer cannot use an employment agency to hire people based on preferences related to race, sex, disability or other Code grounds. This is specifically prohibited in section 23 4 of the Code. Employment agencies cannot screen applicants based on discriminatory grounds, and are not allowed to keep a record of client "preferences" of this kind.

Types of Interviews

When it comes to business growth, having the ability to create new assignments and expand on current roles is vital. Any good manager knows that succession planning — the practice of educating, mentoring, and promoting current employees so that they can increase productivity and growth for a business — is far more efficient than hiring new staff. With advertising, screening, interviewing, orientating and training, it can be months before adequate productivity levels are reached by a new recruit. Bringing people up to speed takes time and money, two things your managers consider very important. So do yourself a favour and put your hesitation aside. The mechanics will be different to an external interview in that they are already familiar with you and you with them, and job promotion interviews can be just as challenging as interviewing with a new firm.

Gartner Interview Process: How To Succeed In Your Interview

Securing the first-round interview is a major accomplishment in your job search process: It means that you did something right when it comes to the preparation process. Your resume was on-point, your experience is on-track, and your cover letter was well-written. A first-round interview is usually done over the phone or by video call. As for strengths, be sure to pick your top three strengths most relevant to the position and have concrete examples of when you displayed them in the past—even if that means bringing an example from class or an extracurricular rather than a past job or internship. And be honest here—misrepresenting yourself will only hurt your chances of giving a quality example. Let the research inform your answers.

6 tips and tricks for screening and engaging candidates via text message

However, most employers compile a short list of candidates using the applications they receive, and then interview the people on this short list. This is especially true in the food service and hospitality industry where personal suitability and presentation is a key ingredient in customer service. Always be polite and friendly. If you visit the company, dress appropriately and pay attention to your grooming.

A Resume, Applicant & Pre-Employment Screening Guide

RELATED VIDEO: 6 Big Questions to Ask the Recruiter in a Job Interview Screen

Job interviews are nerve-wracking no matter how they take place, but virtual interviews are especially daunting. Start in minutes with a free trial. A great virtual interview should have a lot of the same ingredients as an in-person one! If a tree falls in the woods, does anyone hear it? If a new scientific breakthrough is shared on a crummy connection, is it still brilliant? A poor connection means you risk unclear audio on the call, which is a real deal breaker.

Resume Screening:

This site uses cookies to ensure you get the best experience on our website. To learn more visit our Privacy Policy. You're about to learn the answers to the most common phone interview questions , but first, let's recall why they're so great:. This guide will walk you through some typical questions asked during a phone interview, as well as some general questions to ask them, and a few helpful tips to close it off right. Start getting more job offers. Create your resume now.

We wrote a blog post that gives a lot of helpful information about how to do just that, and you can see that blog post here. The next step to prepare for a video-based interview is to choose your space. Remember that your responses will likely be viewed by recruiters and hiring managers.