Screening & pre-selection

• The second step in the recruitment and selection process is the initial screening of
candidates. The goal of this second phase is to reduce the pool of candidates from a large group to a
manageable group of between 3-10 people that can be interviewed. This can happen in multiple
ways.

• Resume screening

• The most commonly known technique is resume or CV screening. Resume screening helps to
assess if candidates comply with the criteria needed for the job. If you require 5+ years of work
experience and you see that a college graduate applied, you can easily rule out this person.

• If you work in the HR department of a large company, CV reviewing can be time-consuming.

Using software is an efficient and cost-effective way to manage this challenge.

• Phone screening

• After the resume screening, often a phone (or video) screening happens. This helps to align
expectations between the candidate and employer. The recruiter can ask candidates any questions
they have following the screening of resumes. The recruiter can go through a checklist that may
include topics like pay expectations, full-time or part-time hours, flexible working options, starting
date, and other potential deal-breakers.

• Pre-selection or pre-employment assessments

• Pre-selection is a powerful screening method that helps to weed out potential mismatches.