Have you ever posted a job and were awestruck by the number of resumes that you saw flowing in? Then you realize that someone has to sort through these resumes and find the best candidate? Well here are five methods to help you screen resumes properly and effectively.
Resume Screening
Even though it may be time-consuming, resume screening is one of the most efficient ways of finding the best candidate if it is done correctly. With new ATS systems, screening resumes only takes a few clicks. The ATS system can parse the resume and create a candidate profile which is all done automatically. Before clicking “search” make sure you have a wide range of keywords in your ATS system. This can guarantee that you will get the best out of your search. Also, be very specific with the keywords that you use. Don’t limit them to only technical skill words but also location, education and whatever else feels necessary for the position that you are trying to close. Because the screening is automated, it will speed up the recruitment process which makes for a happy recruiter and most importantly, a happy candidate.
Checking Online
In this day and age, social media has been used by almost everyone who it’s available to. Facebook, LinkedIn, and Twitter are the three main social media sites that are used for recruiting. Studies show that about 82% of organizations use social media to find high quality candidates. Sites like LinkedIn and Facebook can also be used to confirm if a candidate’s resume is authentic and that the candidate is who they say they are. About 50% of employers are less likely to interview a candidate when they are unable to find any information about them online. While LinkedIn will mainly inform you of a candidates work history and experience level, social outlets like Facebook and Twitter can tell you a little more about a person’s character and personality from what they post and from what they have on their profile. The downfall in this can be that profile information is not updated. So sometimes it helps to contact the candidate directly and speak to them yourselves to have a better sense of security.
Phone Interviews
Having a phone conversation is one of the main way’s recruiters can screen candidates. When doing so, make sure that you are following the right procedures so you can get the best results from your conversation. Phone interviews should be very aligned and consistent. Have a set list of questions that you will need to ask and make sure you ask all candidates the same questions. Jot down the candidates answers or have a designated worksheet for the specific position. Another procedure that should be followed is making sure the calls are scheduled with the candidate and not impromptu. You don’t want to inconvenience the candidate while they are at work or on their leisure time. All in all, phone interviews are generally easy to conduct. It’s also a great way to test your candidate’s communication skills.
Video Interview
Another great way to interview is through video. This way you can see how a candidate behaves, their body language, and how confident they are. You can tell a lot from how a person presents themselves. Paying attention to the environment is also a crucial point. Be cognizant of if they are in a loud space with a lot going on or in a quiet area and giving you there full and undivided attention. This tells you how serious the candidate is about your company and the position. Video interviews can be done through free video conference applications such as Zoom and Skype. Scheduling an in-person interview can be a hassle at points so when appropriate, video calls are a great secondary option.
Reference Check
Studies show that about 80% of HR professionals conduct reference checks for new candidates. Usually the more senior the position is, the more likely they are to do a reference check. Though reference checks can be tedious, they can sometimes give you the best information that about your candidates. At the beginning of the call, let the employer know who you are, which company you are calling from and the reason for your call. Be patient and give them enough time to respond to your questions. Be open to rescheduling to a later date. Provide some background on the position that you are hiring for so they are able to give more relevant answers. Ask questions like how did they perform, why did they leave the company, and if they would hire that person again. Reference checks are a great way to get feedback on the candidate’s previous performance.
Some positions may need you to use multiple techniques and some you will only need one of the techniques. The choice is yours. Do what needs to be done to get the best out of your resume search and to have the best candidates.