One of the top challenges today’s Talent Acquisition experts face is the Screening of right candidates from a large pool of applicants, and the first step is the screening of applicants’ resumes, it has been always considered as a prime challenge. Today in this article we will discuss some tips you can refer to when you are in this common situation in any organization.
- Pay attention to Advertising:
Before even beginning the recruitment process, it is very important to check that necessary details regarding the job are handy and you understand the nature of the job and the type of people you want to hire for the job. It all starts with a carefully crafted recruitment advertisement where you need to describe and provide all the information related to the job so that you can attract the right kind of candidates. This step alone can reduce the number of unqualified applications you receive by a significant number. You need to be specific about your requirement and it can be more than just years of experience, educational qualification, and certification requirements. Always be specific about the type of track record, achievements, and accomplishments your ideal candidate must possess.
2. Selective Picking
Selective focus on the candidate’s resume will help you weigh out options in case your hands are full with more options than you require. By selective focus, we mean a specific focus on the candidate’s forte in relevance to the job. If you are hiring for a technical profile, consult with your technical manager regarding this. You can also take help from them in case you need to do a screening test. Clear communication in both the ends is the key. Once again, your own understanding of the requirement will determine the type of candidates you will hire, so be very clear on that part of the agenda.
3. Cover Letter Screening
Cover letters are a great way to know about the potential candidates before you even start screening the resumes. It also helps to understand the candidate’s point of view regarding the job and your organization itself. The most important factor about cover letters is it also helps you to know the motive of your candidates. Don’t you think knowing why a particular candidate thinks he is a good fit for the job will help you screen better talents faster? Besides it is often seen that the most motivated and dedicated candidates go that extra mile to attach a cover letter with their resume, that shows their sincerity
4. Prior Experience
As a talent acquisition executive by now, you must have understood the value of hands-on experiences in whatever industry you work in. By hands-on experience we mean solid industry experience and you should never settle for less. Once again clear communication here will help you attract the right type of candidates. Screen the candidates based on their previous hands-on experience and accomplishment and sort them in the order of highest to lowest. Also, take clues about issues like stability and dispute while you sort further. While handing over the final pool of candidates to the technical and operations manager, make sure to profile your candidates with their work experience and qualifications respectively. This step can help your technical and operations manager immensely as they will be able to take a better call when they are referring to the pool.
5. References & Citations
While churning out the best candidates from a large pool of applicants is a lengthy & analytical process, you can save a lot of time by referring the references and citations cited by the candidates in their resume. A good reference is any day better than a shiny executive who confuses you during an interview. This step, however, should be reserved for the final pool of candidates. Also, it is very important to check the authenticity of the references and citations made by the candidates as people often tend to fill up false references.
Blog source: Axpert Jobs