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A job screening interview is conducted to determine the qualifications of the applicant whether he or she suits to the criteria of filling the vacancy. A screening interview is the first step of the hiring process. It is designed in such a process that the interviewer can know about the candidate’s background through a quick question. A screening interview can be conducted face-to-face or even over the phone & in both cases; the results determine the next step of the individual’s interview process. There are indeed many types of screening techniques with every option carrying the same goal of choosing the right candidate.
Questions frequently asked during the job screening interview
In the pre-employment screening tests, very functional questions are asked by the recruiting manager. His or her goal is to shortlist the appropriate candidates who are eligible to appear for the next round of interview. Here are some common questions that are asked during the job screening interview.
- Have you deployed newsletters?
- Do you have experience in setting up store displays?
- Tell us about yourself
- Describe work history
- How much do you intend to draw?
- Why do you want to work in this post?
Here’s an image that lay tips to answer screening questions in a survey
Image Source: The Balance Careers
While preparing for the interview, always remember these questions are not exclusive; these will be asked to all the candidates selected for the common round. For all the candidates out there, here are certain tips to remember to prepare for a job interview:
- Review the company’s job description as it provides information on the required criteria of qualities and skills of a candidate. This also helps in understanding the company culture to a great extent.
- Since screening processes for hiring are brief with each candidate, the aim, for both side should be exchanging of crucial information in quick nicks of time rather than choosing exhaustive and exaggerated responses. Go through the cues of the job description and prepare your answers adequately.
- Know what you are putting in your resume as the interviewer will definitely ask about a thing or two from it. In the unfortunate event of your information not matching with it, you can lose the opportunity.
- Instead of being politically correct or diplomatic with opinions, be honest. Today it is all about how exclusive your thoughtfulness can be in an organization where you can solve any issue uniquely. Being straightforward is the key.
- At the time when interview ceases, conclude it with a grateful note. This will leave behind a tinge of impression (positive) that will keep you in their mind lingering. As silly as it may sound, this can also enhance your chances of getting selected by the authorities.
How to screen job applications? Way for recruiters to select a candidate from efficient job screening
Recruiters roll through thousands and hundreds of application once they post a job in a company. Getting them under thorough screening is a complicated job in itself. How is it possible to extract the needle from a haystack for a qualified applicant? How can the true candidate be determined? Unlike The Harry Potter’s Sorting Hat, there is indeed no way, unless you are armed with some effective methods for screening candidates.
1. Start with the oldest technique that is screening resumes. Resumes obviously are not the best sources of information to choose a candidate because let’s face it- anybody can be deceptive with it. But as the first step, it is indeed effective still. Things to check:
- Length of the resume plays an important role. Keep in mind that you don’t spend more than 30 minutes behind one.
- There is no perfect design for a CV. Always choose the ones that provide you with the most relevant information in no time.
- Check for grammar, spelling and other language mistakes as they give the basic idea of the applicant’s proficiency in the language.
- Look up and verify (later) the past work experiences of the candidate so that you are sure of their candidature.
2. Read the cover letters thoroughly and understand what and how they are intending to work for the company. You will also get a picture of their skill in writing and also come to know them beyond a professional limit.
3. Conduct the screening interview with an effective digital surveying and testing platform that will cut down the hassle of manual screenings down by a considerable size. These software will narrow down the number of applicants depending on their performance in the interviews and also the skills they mention.
4. Check references by following up with the employers the applicants used to work for before. This will give you the idea of how they are as employees and their conduct as professionals in handling any professional challenges.
5. Check their profiles online; you will get a glimpse of the life they lead beyond the threshold of their careers. Only by doing a research across the social profiles you can travel through their point of views in the issues irrelevant not directly connected to their professional goals. This is indeed a crucial point of background checking.
Carrying out job screening for millennials is always about how you are connecting with the applicant of the new age who are tech-savvy and smart. It has now become a 2-way road for both parties to impress each other so that both of them stand tall in the productive end- the applicant getting the dream job and the company getting the perfect fit for filling the vacancy.