Three Steps to Boosting Your Recruitment Screening Efforts
Incorrect hiring processes are a primary cause for high employee turnover – which will eventually increase the amount of time, effort, and money needed to keep your positions filled. But creating long-term employee retention begins with executing a great hiring process. And to execute a great hiring process, you need to be successful at identifying the right talent – based on qualifications of a role, professionalism, cultural fit, and level of interest – for your organization. You and your team can successfully identify the right talent with efficient and effective screening processes.
How To Efficiently Screen Candidates
Screening candidates is one the most critical steps in the recruitment process and needs to be properly executed to ensure long-term success for both an organization and its’ people.
- Know Your Role: Have a full and clear understanding of the job you are hiring for, the top three skills that would make a great candidate for your open position, and the key characteristics of a cultural fit. You can utilize this information as a guide to build structured and tailored screening questions.
- Know Your Candidate: Review each candidate’s LinkedIn profile, resume, or any other documents to gain a basic understanding of their backgrounds and qualifications. This, in turn, helps you ask more relevant and detailed questions during the screening interview.
- Perform Due Diligence: Always perform reference checks to ensure that your candidate is authentic and genuine, and any other assessments or online tests for an accurate understanding of their skill set.
How to Track Your Screening Efforts
With every part of the recruitment process, you should always be tracking and measuring your efforts. To know if your screening efforts are successful, you can utilize the following metrics:
- Percentage of candidates that move to the next stage: What percent of your prospective candidates were approved by your hiring manager to move on in the interview process?
- Time to fill: How long did it take to fill your open positions with the right talent?
- Retention rate of hired candidates: How many of your hired candidates stayed within the first 90 days of employment? And the first year of employment?
In addition to the metrics above, having frequent communication touchpoints between your hiring manager and candidate, especially within the first 30, 60, 90 days, is extremely critical in ensuring continued success and alignment between both parties.
Start Screening Candidates Smarter Today!
An effective selection criteria and process must be in place to ensure that suitable candidates are identified and brought further in the recruitment process. For assistance in creating, implementing, or refining screening criteria and processes, reach out to our team today!