1. Establish a Clear and Concise Screening Framework
Good screening procedures are necessary before selecting the best prospects. When it comes to reducing the expenses associated with employee turnover may go a long way toward helping you find the best talent.
To begin, identify the screening approaches that are most effective for your organization. You must also figure out Pre-screening interview questions.
In a recent study, Glassdoor found that a manager’s choice of screening method significantly impacts the length of the recruitment process and the time it takes to complete it.
- 6.8–8.2 days for a phone interview
- 5.6 – 6.8 days for a group panel interview
- 4.1 – 5.3 days for a one-on-one interview
- 3.1 – 3.4 days for a background check
- 2.7–4.2 days for the presentation
- 2.6 –4.4 days for IQ Test
- 0.6 – 1.5 days for the Job Skills Test
- 0.9 – 1.3 days for the personality test
- 0.3 – 0.8 days for a drug test
The next step would be to establish a clear and straightforward process and map out each stage and candidate contact after selecting the appropriate screening channels. As a result, the recruiting manager will better plan the following phases in the hiring process.
2. Make use of technological advancements to screen candidates more quickly.
In today’s market, recruiters may simply include a variety of cutting-edge technologies into their tech stack to greatly improve the screening process.
As a starting point, it’s important to choose the correct conferencing technology if you plan on doing a short video interview as part of your screening process. Zoom, Skype, Google Hangouts Meet, Microsoft Teams, and Cisco Webex Meetings are the most trustworthy solutions..
Keeping a copy of all video interviews and introduction recordings supplied by applicants is also a good idea so you can immediately review them.
In addition, recruiters may want to consider the following technological advancements in the screening process:
- Advanced analytics are being used to forecast applicant results and future hiring trends.
- Maintaining safe data backups with cloud computing
- The use of AI-powered chatbots to answer general questions from candidates during non-work hours.
- Communication and speed-up through dedicated mobile applications for job applicants
3. Consider including pre-employment assessments to save time.
According to an Aberdeen Group study, pre-hire evaluations are associated with a 39 percent reduction in employee turnover and a 24 percent increase in the percentage of workers who meet or exceed their performance objectives.
This research also indicated that talent acquisition managers who use pre-employment exams report satisfaction ratings close to 39% higher than those who don’t.
In order to screen applicants successfully, consider including pre-hiring tests in your recruitment approach. Here are a few examples:
- Widening your talent pool
- Segregating good candidates from the crowd more quickly
- Mitigating bias in hiring decisions
- Start Screening Candidates right now
In order to improve the bottom line of a company’s recruiting process, pre-screening interviews may be optimized in many ways, but these are just a few examples.