Home / Screening and Selecting Candidates

Screening and Selecting Candidates

When enough candidates are recruited, a recruiter will proceed to the next step: screening. Screening is the retrieval of information about the integrity of a potential candidate. Screening candidates takes place in different phases and can be done in various ways, depending on which information you want to retrieve.

First phase: selecting potential candidates

The first phase of screening is about selecting potential candidates based on generally available data. The candidate is selected on the basis of his or her LinkedIn profile, CV or other information source. With "active recruitment" this first phase is canceled, because good profiles have already been searched for.

Second phase: discovering and making an inventory of the wishes and ambitions of a potential candidate

The second phase of screening revolves around the first personal contact. In this phase, the potential candidate is approached and asked for a telephone conversation or interview. During this conversation you want to find out if someone actually fits the profile, discover the personal wishes and make an inventory.

On the basis of the list below you can make an inventory of these wishes and ambitions. You can of course also add or delete points if certain things are important or not. Keep in mind that asking questions is very important when making an inventory of wishes and ambitions.

  • Current status;
  • Is open to a next step, because ...;
  • Currently in other application procedures;
  • Current vs. desired salary;
  • Ambition function;
  • Ambition employer;
  • Ambition branch;
  • Other ambitions.

If the wishes and ambitions of the organization and the candidate don't match, the screening phase will be terminated after this step.

Third phase: screening after the first contact

The third phase of screening is checking the background of the candidate, the references and other important issues. Below is a list of points where you can screen someone:

  • Diploma's;
  • Identity;
  • References;
  • Online check (social media).

Fourth phase: the personal interview and matching

After this phase of screening, a personal conversation takes place, to get a better picture of the person and whether there is a click with the company. In this conversation it's important to talk about issues that are not directly featured on someone's LinkedIn profile or CV, but are an extension of this. Such as how a person's personality matches his or her competences. After this interview, a final choice will be made as to whether the candidate fits the company.

Do's and don'ts during screening

Finally, a few more do's and absolute don'ts in the field of screening:

What you absolutely should not do when screening is breaking the privacy rules and not screening flexible staff such as temporary workers, because they too can entail risks.

What you should do with screening is to be transparent about the fact that you screen candidates, because this leads to more understanding among the candidates. In addition, when determining the screening methods, it's useful to first identify the risks of the position.

Five simple checks

Do you have limited time to screen? Screening doesn't have to cost a lot of time and money. Below you will find five simple steps that you can easily take.

  • Check Passport or Identity Card Request proof of identity of potential employees, check it and make a copy of it. If the employee enters service, you will need it.
  • Check 2: Request original diplomas and grade lists Diplomas and lists of marks are easy to manipulate. Therefore check this carefully.
  • Check 3: Study CV, ask for references A lot of information can be obtained from a curriculum vitae. Ask carefully about any uncertainties.
  • Check 4: Search the internet You can learn a lot about candidates through search engines, websites and social media.
  • Check 5: Announce screening in vacancy text Already mention in the vacancy text that screening is part of the application process. This can deter malicious people.

See also:
Share on Facebook Share on Twitter Share on LinkedIn
Back to top

Home | About Us | Contact | Privacy Policy | Terms of Use

Copyright 2011 - 2020 - All Rights Reserved