Axios HR™ : Attract. Retain. Develop.

Hire Better Talent With A Stronger Screening Process

(5-7 minute read)

During your quest to filling open positions it’s natural to desire only the best candidates. The dilemma is that it takes considerable time to screen job seekers and make hiring decisions. A survey by ERE Media revealed that on average, each corporate job search yields 250 resumes. Further, in 2015, Bersin by Deloitte reported that employers take “an average of 52 days to fill an open position, up from 48 days in 2011.”

The downside of a lengthy screening process is that it can cost you qualified candidates. These individuals are typically in demand and will likely accept employment elsewhere if your screening and decision-making processes are too slow. On the other hand, not devoting enough time to screening candidates can cause you to hire the wrong person.

So, what’s an employer to do?

The solution lies in examining your screening cycle and establishing an efficient system that addresses key challenges.

Screening Activities

The path to finding top talent includes:

  • Defining the open position—that is, specifying why it is needed
  • Posting/advertising the position to attract job applications and resumes
  • Prescreening to weed out candidates who do not meet the basic criteria for the role
  • Performing preliminary assessments to eliminate candidates lacking the necessary skills and competencies
  • Conducting in-depth evaluations via interviews and employment testing to identify candidates with the greatest chance of job success
  • Checking candidates’ references, background, and qualifications

Addressing Top Screening Challenges

According to HireRight’s 2016 Annual Employment Screening Benchmark Survey, employers faced the top three screening challenges in 2016:

  1. Reducing time-to-hire
  2. Improving screening efficiency
  3. Ensuring a better candidate experience

Attracting the right people from the outset is integral to reducing time-to-hire and turnover. According to the LexisNexis Group, this can be achieved by creating a “World Class Candidate Experience.” To deliver this world-class experience, employers are leveraging innovative human resources technologies designed to eliminate outdated and time-consuming manual processes—such as, completing employment applications and processing resumes and related paperwork by hand.

Advanced human resource management technology lets candidates easily search for jobs via the Internet and quickly apply for jobs online, from their mobile phone or the convenience of their home. This is essential because according to a survey by CareerBuilder, one in 10 millennials said they would not consider a company that doesn’t allow them to apply for a position via their mobile device. Also, one in five candidates said they would not be willing to fill out a job application if it will take them 20 minutes or more to complete.

Automating your screening functions reduces the hassle and expenses of paperwork and helps accelerate the hiring process, enabling you to secure the right fit—and preventing that candidate from accepting employment elsewhere.

The ideal technology delivers fast results to background checks; adapts to the organization’s growing recruiting needs; and minimizes risks pertaining to legal compliance.

The Role of Applicant Tracking Systems

A good Applicant Tracking System (ATS) can help you prevent unclear application instructions. This is crucial because according to a survey by Software Advice, 93 percent of job seekers said that unclear instructions on how to apply for a job would negatively impact their experience with an organization.

The ATS stores each job posting along with application instructions. You can therefore reuse the instructions in future postings if the conditions have not changed. This saves you from having to rewrite the directions and reduces the risk of human error.

Other qualities of a sophisticated ATS include:

  • Unified communication, which allows you to track emails, schedule meetings and follow-ups, and engage in two-way text messaging with candidates
  • Social media integration. You can post jobs to a global audience through social media sites, such as LinkedIn, Twitter and Facebook. Candidates can apply for jobs via their LinkedIn profile.
  • Talent communities, which give you a strong network of candidates for future hiring purposes. For example, the ATS can alert candidates—who applied in the past—about current positions that align with their stated interests.

Newer applicant tracking systems directly integrate with job boards—such as Indeed, Glassdoor, and Simply Hired—which means you can post and manage jobs from within the ATS instead of manually posting to each job board. The system is also cloud-enabled, delivering anytime, anywhere access, on any device.




December 20, 2018




Article Competitive HR Professionals Under 50 Employees

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