Screening the Applicants
Screening can take on many forms. Using the information gathered through
Job Descriptions or Job Specifications and Selection factors, the recruiter
can create a listing of key areas, which they can look for while reviewing
your résumé. Here are some typical areas, which a recruiter
would be looking for on your résumé and covering letter.
Education and training you have completed or in the process of completing.
Length of experience.
Computer or other technical skills
Experience in the companies industry
Any employment gaps.
One of the most common methods of first contact is through a telephone
interview. Typically, if you are asked for a telephone interview,
you have made it through the initial stage(s) of screening and the recruiter
is looking for clarification of the information you provided in the covering
letter and résumé. As well, the recruiter might be looking
to conduct a mini-interview with a listing of questions, which are common
for all applicants. Always remember that the recruiter generally has the
ability to decline your application at any time during the telephone interview.
Usually, a good recruiter should know in the first five if your application
should go to the next step.
Why would a company want to do a telephone interview first? Cost. Telephone
interivews is the lest costly method of screening an applicant and can
gather the most amount of information from the applicant in the shortest
amount of time.
Here are a few tips given to recruiters when they are conducting the
Use discretion, when making first contact.
Develop a rapport with the candidate
Use standard questions for all applicants
Listen carefully to what the person is and is not saying, and their tone.
Take notes; donít rely solely on memory. Detailed notes aid in your evaluation
of the candidate.
Dig for more information; obtain clarification about comments that are
inconsistent or ambiguous.
Seize the opportunity and try to gain as much information as possible.
Explain the general description of what the position entails.
Answer their questions; give the applicant the opportunity to ask questions.
Evaluate immediately. Decide if the candidate should be required for a
Planning | Gathering Applicants | Screening
| Human Rights | Questions
| Interivews | Reference
Checks | Acceptance