October 17, 2014

A thorough hiring process, no matter the position, should include a professional and well-designed screening process. This process is essential for building a successful, safe, and supportive team environment, and all industries across the world are beginning to realize that screening is crucial for maintaining harmony in the workplace. There are certain things employers must know when it comes to screening applicants for a job, and by knowing these simple rules, a company can bring forth top talent and save time doing so.

Three Things You Need to Know

As an employer, you do everything you can to keep your company safe, including the people who are working within the company. You do this, in part, by screening applicants and new hires to make sure they are relatively clear of any patterned legal mishaps in past employment. Here are three things you should know about screening applicants:

Screen all applicants regardless of race, age, gender, religion, etc.

Legally, it is unlawful to screen only those applicants that are minorities or those that appear to be more worrisome than others. In other words, if employers are wanting to utilize a screening process, they must do so for all applicants. Applicants, even if they aren’t hired, can sue employers for discrimination if they feel they were “checked up on” more rigorously because of their race, religion, or gender. Employers must maintain transparency in this regard, letting all applicants know (in writing and verbally) that all candidates are screened prior to receiving or interviewing for the position.

Phone screening provides a deeper insight than resumes.

Calling applicants and getting a phone interview is an excellent supplementary approach to screening applicants. A phone interview can assess the individual’s speaking and communication skills, how they present themselves, and their genuine interest in the position. Phone interviews should never be a stand-alone interview process, but they do help weed out the confident, well-versed candidates from those with less of a skill set for communication. In every role, no matter the industry, communication is key. Screening via preliminary phone interviews can be incredibly helpful in determining candidates’ confidence in this regard.

The resume is the first screening tool for employers.

A resume that is professionally written, grammatically correct, and coherent in its outline of the candidate’s responsibilities and skills displays a potential good fit. Resumes that include spelling mistakes, unordered or random bits of information that don’t pertain to the job are often discarded. Typically, the latter tend to be sent by candidates who have not thoroughly read the job description in the ad and are just looking for a paycheck, not a career.

At Inter-Connect Employment Services, we are leaders in providing professional advice for employers trying to find the right candidates to hire. We want to see our clients achieve their business goals and will go to great lengths to satisfy their needs. If you have any questions about finding the right candidates for your organization or any other recruiting inquiries, please contact us today!

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