Top Misktaks in the Screening Process

Screening is an essential part of the recruitment process. It needs to be done, regardless of how many candidates apply for a job – otherwise you could waste valuable time and money on pointless interviews.

The point of screening is to determine whether a candidate is suitable to progress to the interview stage. It is also used to weed out unsuitable candidates and find the best of a bunch.

Despite already having a clearly-defined set of skills, experience and characteristics that you want in a new employee, screening can still prove an arduous process. That’s why we recommend partnering with an online recruitment agency. By partnering with eRecruit Solutions, you can forget about the stress of screening. We don’t believe in automated screening either; we have real people looking through 12,000 CVs each week, then call the applicants who appear most suited to the vacancy, in order to ask the pertinent questions. All this comes included in our low-cost, fixed fee, which starts at just £599.

In the meantime, here are the top screening mistakes.

Picking candidates with embellished CVs

We’ve all read the ludicrously exaggerated CVs, so you can imagine how many candidates use a little padding here and there. Recent surveys have shown that up to 79 percent of business owners have hired candidates with mismatched skills, despite it stating otherwise on their CVs. Be sure to follow up any CV claims, especially if they are important to the new role.

Not asking the right questions

Whether during a screening call or an interview, many recruiters fail to ask the right questions. The screening process is not the time to ask superficial questions; take the time to thoroughly examine candidate CVs and ask questions tailored to their experience and skills. Doing so will not only uncover any lies, but also probe a candidate’s propensity for the job.

Interviewing the wrong personality fits

Bosses and recruiters often forget that finding the right candidate is more than just skill sets, experience and perfect CVs. It’s also about having the right personality and mindset to fit in with a company’s culture and ethics. Having a good idea of someone’s personality can significantly reduce turnover losses.

Waiting for the interview to screen a candidate

This is a big no-no. Waiting to screen at an interview is a waste of time and money. By getting screening out of the way, you can use the interview time to maximum advantage. An interview should be used to recruit for the role, not going through the candidate’s CV with a fine toothcomb.

Falling for the “I need someone right now” mentality

The need to fill a role will never justify a bad hire. Blindly accepting a candidate’s claims and offering a job could seriously affect your company. At the very least, as a recruiter, it makes you look bad and costs the business a lot of money.

Not selling the job role / business

As an employer or recruiter, it’s often easy to think you’re doing someone a favour by contacting them about a role. However, talented candidates can slip through your fingers if you don’t do enough to sell the company. Always be informative, friendly and enthusiastic.