5 Tips for Screening Job Candidates

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By Lisa Hutchinson

Topics: Hiring


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5_Tips_for_Screening_Job_CandidatesFall has arrived, and with it, a flurry of hiring has no doubt started in your company. As the applications continue to arrive in your inbox, you’re probably overwhelmed with screening and background checks.

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You no doubt have a number of candidates who might fit your needs. As you try to whittle down the pile of applications to just a few who will be called in for interviews, you’re probably wondering if there’s a way to make screening them easier.

Screening job candidates more effectively and efficiently is the goal of almost every hiring professional. Luckily, these tips can help you do just that.

1. Check for Keyword Matches

You should be using some sort of recruitment software to assist you as you screen job candidates. Most businesses receive dozens of applications for even a single job opening, so trying to sort through all of those resumes efficiently can be a struggle.

With recruitment software, you can easily search candidate applications. You should be using this as an initial step to screen for candidates whose resumes indicate the candidates have the right skills and qualifications. You can do this by searching for keyword matches.

Note this isn’t foolproof, but you can begin to narrow the field by finding those who have listed relevant skills and requirements.

2. Keep an Eye Out for Errors

Is the resume you’re looking at full of errors? You should cut your losses and put it in the “no” pile. Errors on a resume are a good indication of the applicant’s work ethic.

The applicant clearly didn’t take the time to look their resume over, ask for help proofreading, or care enough to ensure their resume was error-free before they sent it to you. If you decide to hire them, chances are they’ll work the same way.

You might excuse a typo or two, but multiple errors or very serious ones should help you narrow down your options.

3. Check Social Media

Another thing you’ll want to do is review a job candidate’s social media profiles. You should take this step after you’ve narrowed down the pile of applications.

Job candidates should have social media profiles, and those profiles should match what’s on their applications. If you look at LinkedIn and see large discrepancies, you’ll probably want to leave this person off the list for interviews.

4. Give Job Candidates a Test

Before you get to the interview stage, you might want to give your potential job candidates a screening test, such as a personality test or a skills test. This can help you truly separate the best prospects from the rest of the pack.

5. Make Sure Your Job Description is Accurate

This is a tip to use before you get applications, but if you find you’ve been receiving too many unqualified job candidates, it could be time to go back and look at the job description. Does it accurately describe what you’re looking for? Are you using relevant keywords?

If not, it’s probably time to revise your job descriptions. More accurate job descriptions should help you find more of the talented job seekers you’re looking for.

Still not sure how to ensure you’re finding the right people for the job? Work with the experts at Liberty Staffing. We can help ensure you’re finding the right people for the job each and every time.

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Lisa Hutchinson

I started with Liberty Staffing in 2004 as the Regional Business Manager of the London office. I have over 20 years of experience in the customer service and retail sectors, as well as leadership experience including Store Management, People Development and Recruiting. In 2016, our London location moved to a larger office in order to accommodate growth of our business, which included adding a Clerical Division.

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