The screening process in HR is an essential step in the overall recruitment process. Without it, hiring managers would find themselves swamped with unqualified candidates. All the while, competition will swoop in and make an offer to the best talent first. Calling that less than ideal would be an understatement.
That’s also why the entire recruitment process hinges on building a strong screening process to find the best talent and get them to the main interview fast. However, that’s easier said than done. Screening is an involved, time-consuming process that needs to be done right.
To that end, let’s take a look at what your typical screening process in HR looks like.
The candidates that pass this stage will go on to the next stage, an interview with the hiring manager.
Now that we’ve explored what the screening process is in recruitment, it’s time to look at the process as a whole.
Although screening is certainly important, it by no means represents the complete recruitment process. Recruitment steps can change from company to company, but they ultimately follow the same pattern.
So, let’s take a look at the recruitment process.
If you’re not a recruiter, you’ve realized at this point how involved and time-consuming recruitment can be. If you are a recruiter, you’re exasperated by how simple it sounds written out in a list. It’s hard work. That’s why recruiters are constantly looking for ways to speed up the hiring process while still improving the quality of hire.
To this end, the most natural place to start is in the screening process. This stage is highly dependent on interviews, the biggest time sink of the entire process. Thankfully, there are quality methods for screening candidates available to the modern recruiter. We’re talking about on-demand interviews.
We mentioned them briefly before, but asynchronous interviews eliminate scheduling and live interviews without sacrificing human connection in the process. They primarily come in two forms: phone or video interviews. However, only one can be the best.
Let’s start by looking at time-to-hire. The average in the United States ranges from 36 to 42 days. According to Zippia, this costs approximately $98 per day, making the average cost $4,129 per position. On-demand interviews can drastically reduce time and ultimately save money.
However, on-demand video interviews consistently fail to provide this same time reduction as their audio counterpart. Although scheduling is still eliminated, the video format requires a recruiter’s complete attention. Contrast this with on-demand phone interviews that allow recruiters to multitask, listening to interviews in a convenient podcast-style format.
What’s more, phone interviews offer the fastest review time, making them ideal for handling high-volume hiring.
High-volume recruitment involves handling hundreds of applications a day to fill multiple roles, unlike your average job posting with its 250 candidates throughout the recruitment effort. As such, recruiters need to be prepared with the right strategies and the right tools to handle how to screen more candidates at once.
Start with a strong job posting. According to JobVite, recruiters need at least 180 people to view their postings. As such, high-volume recruiters need several times that number. So, the job description will need to attract as many qualified candidates as possible. Most candidates are looking for honest and realistic job postings that will build trust and encourage them to apply.
Then there’s the matter of sourcing. Candidates have to come somewhere. High-volume recruiters look beyond job boards such as Indeed. They’re utilizing all the avenues available to them including social media – especially if that’s where their ideal candidate spends most of their time.
Once you’ve built a healthy pipeline of candidates, you’ll need the right tools to handle them. Self-guided phone screening allows recruiters to potentially interview hundreds of candidates 24/7. That’s perfect for high-volume recruitment. This is because this interview format allows recruiters to eliminate scheduling and screen individual interviews at a rapid pace.
Get a demo with Qualifi today to see how on-demand interviews can change the way you look at screening.
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