{"id":3872,"date":"2015-12-14T15:58:23","date_gmt":"2015-12-14T15:58:23","guid":{"rendered":"https:\/\/www.process.st\/templates\/human-resources-pre-employment-screening\/"},"modified":"2024-02-28T16:12:08","modified_gmt":"2024-02-28T16:12:08","slug":"human-resources-pre-employment-screening","status":"publish","type":"post","link":"https:\/\/www.process.st\/templates\/human-resources-pre-employment-screening\/","title":{"rendered":"Human Resources Pre Employment Screening"},"content":{"rendered":"<section id=\"introduction\">\n<h2>Introduction<\/h2>\n<div class=\"image-content\">\n<figure>\n   <a href=\"https:\/\/www.process.st\/templates\/wp-content\/uploads\/2024\/02\/vPuR6wBTvnmLUJatIaxJQg.png\" alt=\"Introduction\" target=\"_blank\" rel=\"noopener\"> <img decoding=\"async\" loading=\"lazy\" src=\"https:\/\/www.process.st\/templates\/wp-content\/uploads\/2024\/02\/vPuR6wBTvnmLUJatIaxJQg.png\"> <\/a><br \/>\n  <\/figure>\n<\/p><\/div>\n<div class=\"text-content\">\n<p>When carried out&nbsp;correctly, pre employment screening during the human resources hiring process can eliminate a large number of unsuitable applicants&nbsp;without the need for a traditional interview. This both streamlines&nbsp;and increases the effectiveness of the employment process.<\/p>\n<p>Not only does this save time before employment, candidate screening can also be responsible for finding candidates who are more likely to be engaged in their employment.&nbsp;<a href=\"http:\/\/plum.io\/blog\/how-to-optimize-your-candidate-screening-process\/\" rel=\"nofollow noopener\" target=\"_blank\">Plum<\/a>&nbsp;states that, although resumes are able to show a candidate's past achievements, a good screening can demonstrate their work ethic, personality and potential. \"More often than not, education and past work experience are byproducts of circumstances and luck.\"<\/p>\n<p>By utilizing screening therefore, not only does the process become much more manageable and less time-consuming, but it can <a href=\"https:\/\/www.icims.com\/resources\/whitepaper\/3-key-essentials-for-engaging-and-retaining-top-talent\" rel=\"nofollow noopener\" target=\"_blank\">succeed in more reliably producing employees with a 51% lower turnover and 18% greater productivity<\/a>.<\/p>\n<p>So, let's get started with the process of screening a potential candidate for HR.<\/p>\n<\/p><\/div>\n<\/section>\n<section id=\"initial-resume-screening\">\n<h2>Initial Resume Screening:<\/h2>\n<\/section>\n<section id=\"look-for-the-minimum-requirements\">\n<h2>Look for the minimum requirements<\/h2>\n<div class=\"text-content\">\n<p>Once <strong>the&nbsp;candidate has applied<\/strong>, you can begin to&nbsp;assess their suitability for the position. The first and most basic thing to look for in their resume&nbsp;is that&nbsp;they <strong>meet the minimum requirements<\/strong> for the position being filled.&nbsp;<\/p>\n<p><strong>Record the details of the candidate<\/strong> <strong>and application<\/strong> in general using the <strong>form fields<\/strong> below.<\/p>\n<\/p><\/div>\n<div class=\"text-field-content form-field-content\">\n<div class=\"form-group\">\n   <label> Job Title <\/label><br \/>\n   <input type=\"text\" placeholder=\"Something will be typed here...\" disabled class=\"form-control\">\n  <\/div>\n<\/p><\/div>\n<div class=\"textarea-field-content form-field-content\">\n<div class=\"form-group\">\n   <label> Job Description <\/label><br \/>\n   <textarea placeholder=\"Something will be typed here...\" rows=\"3\" disabled class=\"form-control\"><\/textarea>\n  <\/div>\n<\/p><\/div>\n<div class=\"text-field-content form-field-content\">\n<div class=\"form-group\">\n   <label> Candidate Name <\/label><br \/>\n   <input type=\"text\" placeholder=\"Something will be typed here...\" disabled class=\"form-control\">\n  <\/div>\n<\/p><\/div>\n<div class=\"file-field-content form-field-content\">\n<div class=\"form-group\">\n   <label> Candidate Resume <\/label> <\/p>\n<div class=\"file-container\">\n    <button type=\"button\" disabled class=\"btn btn-default\"> <i class=\"fa fa-upload btn-icon\"><\/i> File will be uploaded here <\/button>\n   <\/div>\n<\/p><\/div>\n<\/p><\/div>\n<div class=\"date-field-content form-field-content\">\n<div class=\"form-group\">\n   <label> Date Applied <\/label> <\/p>\n<div class=\"date-container\">\n    <button type=\"button\" disabled class=\"btn btn-default\"> <i class=\"fa fa-calendar btn-icon\"><\/i> Date will be set here <\/button>\n   <\/div>\n<\/p><\/div>\n<\/p><\/div>\n<div class=\"select-field-content form-field-content\">\n<div class=\"form-group\">\n   <label> Minimum Requirements Met? <\/label><br \/>\n   <select disabled class=\"form-control\"><option value=\"An option will be selected here\">An option will be selected here<\/option><\/select>\n  <\/div>\n<\/p><\/div>\n<div class=\"text-content\">\n<p>The minimum requirements can be checked in the job description if needed, however, the <strong>applicant should be removed from the screening process if these minimum requirements are not met<\/strong>.<\/p>\n<p>For example, if the&nbsp;minimum requirements of a Human Resource Manager are:<\/p>\n<ul>\n<li>Bachelor's degree in HR management, business administration or a related field<\/li>\n<li>3 prior years of management experience<\/li>\n<li>Previous experience within a manufacturing environment<\/li>\n<\/ul>\n<p>The candidate should be <strong>discarded if they possess&nbsp;less than these requirements<\/strong> (or their accepted equivalents).<\/p>\n<\/p><\/div>\n<div class=\"text-field-content form-field-content\">\n<div class=\"form-group\">\n   <label> Who would their line manager be? <\/label><br \/>\n   <input type=\"text\" placeholder=\"Something will be typed here...\" disabled class=\"form-control\">\n  <\/div>\n<\/p><\/div>\n<\/section>\n<section id=\"scan-for-keywords\">\n<h2>Scan for keywords<\/h2>\n<div class=\"image-content\">\n<figure>\n   <a href=\"https:\/\/www.process.st\/templates\/wp-content\/uploads\/2024\/02\/umj-owWMqBQKsS2AFYlMtQ.png\" alt=\"Scan for keywords\" target=\"_blank\" rel=\"noopener\"> <img decoding=\"async\" loading=\"lazy\" src=\"https:\/\/www.process.st\/templates\/wp-content\/uploads\/2024\/02\/umj-owWMqBQKsS2AFYlMtQ.png\"> <\/a><br \/>\n  <\/figure>\n<\/p><\/div>\n<div class=\"text-content\">\n<p>Another&nbsp;way to <strong>quickly examine <\/strong>if the candidate should&nbsp;progress to the phone or video screening&nbsp;is scanning for&nbsp;<strong>keywords<\/strong>. Stemming again<strong>&nbsp;from&nbsp;the job description,<\/strong>&nbsp;these keywords should be used to <strong>sort the candidate<\/strong> further in terms of their <strong>suitability for the role<\/strong>.<\/p>\n<p><strong>Record the keywords they use<\/strong> compared to <strong>what you're looking<\/strong> for by <strong>using<\/strong> (and <strong>editing)<\/strong> the <strong>sub-checklist<\/strong> below.<\/p>\n<\/p><\/div>\n<div class=\"multi-select-content form-field-content\">\n<ul class=\"items\">\n<li class=\"item\">\n<div class=\"step-number-container\">\n<div class=\"step-number\">\n       1\n     <\/div>\n<\/p><\/div>\n<div class=\"step-checkbox-container\">\n<div class=\"step-checkbox\"><\/div>\n<\/p><\/div>\n<div class=\"item-name-static\">\n      Creative\n    <\/div>\n<\/li>\n<li class=\"item\">\n<div class=\"step-number-container\">\n<div class=\"step-number\">\n       2\n     <\/div>\n<\/p><\/div>\n<div class=\"step-checkbox-container\">\n<div class=\"step-checkbox\"><\/div>\n<\/p><\/div>\n<div class=\"item-name-static\">\n      Motivated\n    <\/div>\n<\/li>\n<li class=\"item\">\n<div class=\"step-number-container\">\n<div class=\"step-number\">\n       3\n     <\/div>\n<\/p><\/div>\n<div class=\"step-checkbox-container\">\n<div class=\"step-checkbox\"><\/div>\n<\/p><\/div>\n<div class=\"item-name-static\">\n      Coaching\n    <\/div>\n<\/li>\n<li class=\"item\">\n<div class=\"step-number-container\">\n<div class=\"step-number\">\n       4\n     <\/div>\n<\/p><\/div>\n<div class=\"step-checkbox-container\">\n<div class=\"step-checkbox\"><\/div>\n<\/p><\/div>\n<div class=\"item-name-static\">\n      Mentoring\n    <\/div>\n<\/li>\n<li class=\"item\">\n<div class=\"step-number-container\">\n<div class=\"step-number\">\n       5\n     <\/div>\n<\/p><\/div>\n<div class=\"step-checkbox-container\">\n<div class=\"step-checkbox\"><\/div>\n<\/p><\/div>\n<div class=\"item-name-static\">\n      Teamwork\n    <\/div>\n<\/li>\n<\/ul><\/div>\n<div class=\"text-content\">\n<p>For example, a more technical role may warrant the keywords:<\/p>\n<ul>\n<li>Javascript<\/li>\n<li>Python<\/li>\n<li>Full stack<\/li>\n<\/ul>\n<p>Whereas a blogging position may include:<\/p>\n<ul>\n<li>Copywriting<\/li>\n<li>Social media<\/li>\n<\/ul>\n<p>And so on, and so forth.<\/p>\n<p><strong>Eliminate the candidate<\/strong> if they&nbsp;score poorly on the use of keywords (or <strong>synonyms<\/strong> of said keywords).<\/p>\n<\/p><\/div>\n<\/section>\n<section id=\"check-the-context-of-the-keywords\">\n<h2>Check the context of the keywords<\/h2>\n<div class=\"text-content\">\n<p>Due to the widespread knowledge of automated resume screeners, you need to <strong>check that the candidate uses the keywords&nbsp;beyond a simple mention<\/strong>.<\/p>\n<p>After all, as <a href=\"https:\/\/www.linkedin.com\/in\/johnvlastelica\" rel=\"nofollow noopener\" target=\"_blank\">John Vlastelica<\/a> has noted, \"smart candidates have figured out... they're more likely to rise to the top of&nbsp;search results\" by including as many keywords as possible.<\/p>\n<p>For example, if a keyword is \"technology\", focus on whether or not<strong> the candidate has demonstrated<\/strong> where and when this \"technology\" was used on their previous jobs. If the resume&nbsp;<strong>succeeds in doing this<\/strong>, they can <strong>continue to the next stage<\/strong> of screening.<\/p>\n<\/p><\/div>\n<\/section>\n<section id=\"ensure-that-the-resume-is-personalized\">\n<h2>Ensure that the resume is personalized<\/h2>\n<div class=\"text-content\">\n<p>Whilst <strong>a strong enough resume can be considered without this aspect<\/strong>, in general, it is best to ensure that the candidate has <strong>personalized their resume<\/strong> to the job being offered. This can be seen by the presence of a<strong> cover letter <\/strong>and a<strong> summarized statement of qualifications<\/strong>.<\/p>\n<p>If present, ensure that both of these are <strong>addressed to your company<\/strong>, or the specific requirements of the vacancy.<strong> Record copies<\/strong> of these aspects using the<strong> form fields<\/strong> below.<\/p>\n<\/p><\/div>\n<div class=\"file-field-content form-field-content\">\n<div class=\"form-group\">\n   <label> Candidate Cover Letter <\/label> <\/p>\n<div class=\"file-container\">\n    <button type=\"button\" disabled class=\"btn btn-default\"> <i class=\"fa fa-upload btn-icon\"><\/i> File will be uploaded here <\/button>\n   <\/div>\n<\/p><\/div>\n<\/p><\/div>\n<div class=\"file-field-content form-field-content\">\n<div class=\"form-group\">\n   <label> Summarized Statement of Qualifications <\/label> <\/p>\n<div class=\"file-container\">\n    <button type=\"button\" disabled class=\"btn btn-default\"> <i class=\"fa fa-upload btn-icon\"><\/i> File will be uploaded here <\/button>\n   <\/div>\n<\/p><\/div>\n<\/p><\/div>\n<div class=\"text-content\">\n<p>The presence of these documents demonstrates that the candidate has actually <strong>looked into the position being offered<\/strong>, and therefore is <strong>likely to care more about the employment<\/strong>. If the candidate has <strong>not supplied these<\/strong> and <strong>did not score well on keywords<\/strong>, <strong>eliminate them<\/strong> from the pile.<\/p>\n<\/p><\/div>\n<\/section>\n<section id=\"examine-their-resume-in-full\">\n<h2>Examine their resume in full<\/h2>\n<div class=\"text-content\">\n<p>Now for a more in-depth&nbsp;examination of<strong>&nbsp;<\/strong>their resume and cover letter. Whilst <strong>the&nbsp;candidate should not be&nbsp;judged solely on these documents<\/strong>, this step <strong>forms a base<\/strong> to compare to the later phone, video or personal screening.<\/p>\n<p><a href=\"https:\/\/www.marsdd.com\/mars-library\/screening-job-candidates\/\" rel=\"nofollow noopener\" target=\"_blank\">MaRs Library<\/a> highlights that the&nbsp;key items to keep an eye out for are:<\/p>\n<ul>\n<li>Skills, education and experience&nbsp;relevant and aligned with the position's requirements<\/li>\n<li>The last three to five years of job duties, and their relevance to the opening<\/li>\n<li>Long gaps in employment (and any explanations for these gaps)<\/li>\n<li>Job-hopping (and any explanations for this)<\/li>\n<li>Lack of <a href=\"https:\/\/www.marsdd.com\/mars-library\/training-and-development-programs\/\" rel=\"nofollow noopener\" target=\"_blank\">career progression<\/a><\/li>\n<li>Spelling or grammar mistakes<\/li>\n<li>A clear and concise cover letter<\/li>\n<li>An understanding of the job<\/li>\n<\/ul>\n<p>Use an <strong>assessment grid to score their resume<\/strong> on aspects such as these. If the <strong>score is poor, remove them<\/strong> from the process. <strong>Save a copy<\/strong> of the grid to the <strong>form field<\/strong> below.<\/p>\n<p class=\"style-info\">If they <strong>pass<\/strong> the assessment grid, the candidate's (future) line manager will also review the resume in the next task (which is an <a href=\"https:\/\/www.process.st\/help\/docs\/approvals\/\" rel=\"nofollow noopener\" target=\"_blank\">approval task<\/a>). After reviewing the information, they will make a decision on whether you should go ahead with the screening by <strong>approving or rejecting<\/strong> what they see.<\/p>\n<p><strong>The line manager has been automatically assigned to the approval task via <a href=\"https:\/\/www.process.st\/help\/docs\/role-assignments\/\" rel=\"nofollow noopener\" target=\"_blank\">role assignments<\/a>.<\/strong><\/p>\n<\/p><\/div>\n<div class=\"file-field-content form-field-content\">\n<div class=\"form-group\">\n   <label> Candidate Assessment Grid <\/label> <\/p>\n<div class=\"file-container\">\n    <button type=\"button\" disabled class=\"btn btn-default\"> <i class=\"fa fa-upload btn-icon\"><\/i> File will be uploaded here <\/button>\n   <\/div>\n<\/p><\/div>\n<\/p><\/div>\n<\/section>\n<section id=\"approval-line-manager-review\">\n<h2>Approval: Line manager review<\/h2>\n<div class=\"approval-content\">\n<div class=\"header\">\n<div class=\"list-title\">\n    Will be submitted for approval:\n   <\/div>\n<\/p><\/div>\n<div class=\"approval-rule-subject-tasks-list\">\n<ul class=\"list\">\n<li>\n<div class=\"approval-rule-subject-tasks-list-item\">\n<div class=\"item\">\n<div class=\"container\">\n        <span class=\"title\">Look for the minimum requirements<\/span> <\/p>\n<div class=\"body\">\n         Will be submitted\n        <\/div>\n<\/p><\/div>\n<\/p><\/div>\n<\/p><\/div>\n<\/li>\n<li>\n<div class=\"approval-rule-subject-tasks-list-item\">\n<div class=\"item\">\n<div class=\"container\">\n        <span class=\"title\">Ensure that the resume is personalized<\/span> <\/p>\n<div class=\"body\">\n         Will be submitted\n        <\/div>\n<\/p><\/div>\n<\/p><\/div>\n<\/p><\/div>\n<\/li>\n<li>\n<div class=\"approval-rule-subject-tasks-list-item\">\n<div class=\"item\">\n<div class=\"container\">\n        <span class=\"title\">Examine their resume in full<\/span> <\/p>\n<div class=\"body\">\n         Will be submitted\n        <\/div>\n<\/p><\/div>\n<\/p><\/div>\n<\/p><\/div>\n<\/li>\n<\/ul><\/div>\n<\/p><\/div>\n<\/section>\n<section id=\"contact-the-candidate\">\n<h2>Contact the candidate<\/h2>\n<div class=\"image-content\">\n<figure>\n   <a href=\"https:\/\/www.process.st\/templates\/wp-content\/uploads\/2024\/02\/oA7Pvm61mfwhx1ahtOFHBw.png\" alt=\"Contact the candidate\" target=\"_blank\" rel=\"noopener\"> <img decoding=\"async\" loading=\"lazy\" src=\"https:\/\/www.process.st\/templates\/wp-content\/uploads\/2024\/02\/oA7Pvm61mfwhx1ahtOFHBw.png\"> <\/a><br \/>\n  <\/figure>\n<\/p><\/div>\n<div class=\"text-content\">\n<p>Be sure&nbsp;to <strong>contact the&nbsp;applicant<\/strong> and notify them&nbsp;of their <strong>success or failure<\/strong>. This can be done through a simple <strong>note, email or phone call<\/strong>, but is a common courtesy and ensures that all know where they stand in the process. This can be made easier through the use of a program such as&nbsp;<a href=\"https:\/\/www.applicantpro.com\/\" rel=\"nofollow noopener\" target=\"_blank\">ApplicantPro<\/a>.<\/p>\n<p><strong>If the candidate has been successful so far, organize a&nbsp;time<\/strong> for their subsequent phone or video screening. Note this time in the <strong>form field<\/strong> below.<\/p>\n<\/p><\/div>\n<div class=\"date-field-content form-field-content\">\n<div class=\"form-group\">\n   <label> Phone Or Video Screening <\/label> <\/p>\n<div class=\"date-container\">\n    <button type=\"button\" disabled class=\"btn btn-default\"> <i class=\"fa fa-calendar btn-icon\"><\/i> Date will be set here <\/button>\n   <\/div>\n<\/p><\/div>\n<\/p><\/div>\n<div class=\"text-content\">\n<p>Be sure to do this enough <strong>in advance<\/strong> to allow the candidate to <strong>ensure they have the appropriate software, charged phone<\/strong> or anything else they may require for the separate mediums.<\/p>\n<\/p><\/div>\n<\/section>\n<section id=\"pre-phone-or-video-screening\">\n<h2>Pre- Phone or Video Screening:<\/h2>\n<\/section>\n<section id=\"prepare-your-resources\">\n<h2>Prepare your resources<\/h2>\n<div class=\"text-content\">\n<p><strong>Phone or video screenings<\/strong> are an extremely useful pre employment check to ensure that the candidate&nbsp;<strong>matches their resume<\/strong>, whilst getting a feel of their<strong> personality<\/strong> and <strong>work ethic<\/strong>.&nbsp;As such, it is vital that before the screening you spend extra time to <strong>review the candidate's resume<\/strong>, familiarizing yourself with what should be the <strong>main topic of discussion; the candidate<\/strong>, and how compatible they are with the role.<\/p>\n<p>Print off copies of:<\/p>\n<ul>\n<li>The candidate's resume, and any other application documents<\/li>\n<li>The job description (to refer back to during the screening)<\/li>\n<li>Your screening questions<\/li>\n<\/ul>\n<p>Along with any other required documents.<\/p>\n<\/p><\/div>\n<\/section>\n<section id=\"prepare-a-way-to-take-notes\">\n<h2>Prepare a way to take notes<\/h2>\n<div class=\"image-content\">\n<figure>\n   <a href=\"https:\/\/www.process.st\/templates\/wp-content\/uploads\/2024\/02\/gxqGQCRDAfRZQjCpRI1KKw.png\" alt=\"Prepare a way to take notes\" target=\"_blank\" rel=\"noopener\"> <img decoding=\"async\" loading=\"lazy\" src=\"https:\/\/www.process.st\/templates\/wp-content\/uploads\/2024\/02\/gxqGQCRDAfRZQjCpRI1KKw.png\"> <\/a><br \/>\n  <\/figure>\n<\/p><\/div>\n<div class=\"text-content\">\n<p><strong>Vital to the method of phone or video screening<\/strong> is the aspect of <strong>taking notes<\/strong>. Prepare separate paper (never write on the applicant's resume, cover letter or other documents), or alternatively plan to&nbsp;<strong>record the pre-employment screening<\/strong> on a phone, digital recorder or through a program such as <strong><a href=\"http:\/\/www.ecamm.com\/mac\/callrecorder\/\" rel=\"nofollow noopener\" target=\"_blank\">Call Recorder for Skype<\/a><\/strong>.<\/p>\n<p>This way the screening <strong>session will be saved for later review<\/strong>, and <strong>notes can be made without fear of missing an important aspect<\/strong> of the session.<\/p>\n<\/p><\/div>\n<\/section>\n<section id=\"phone-or-video-screening\">\n<h2>Phone or Video Screening:<\/h2>\n<\/section>\n<section id=\"conduct-the-screening\">\n<h2>Conduct the screening<\/h2>\n<div class=\"text-content\">\n<p>The <strong>format of both a phone and video screening is the same<\/strong>. Remember to <strong>welcome the candidate<\/strong> and spend <strong>a few moments making small talk<\/strong>, preventing the presence of an&nbsp;<a href=\"http:\/\/mystarjob.com\/articles\/story.aspx?file=\/2014\/3\/28\/mystarjob_hrforum\/20140328145902&amp;sec=mystarjob_hrforum\" rel=\"nofollow noopener\" target=\"_blank\">\"interview front\"<\/a>.&nbsp;If <strong>taking notes<\/strong> during the session, <strong>remember&nbsp;to tell the candidate<\/strong> of this to avoid confusion whilst you write, and remember&nbsp;<strong>score the candidate<\/strong> on their responses. <a href=\"http:\/\/www.hrgroupintl.com\/resources\/articles\/how-to-pre-screen-and-interview-candidates\/\" rel=\"nofollow noopener\" target=\"_blank\">HR Group International<\/a>&nbsp;recommends either a numbered rating of <strong>1 - 5<\/strong> or a lettered grade from <strong>A - D<\/strong>.<\/p>\n<p>During the screening <strong>remember<\/strong> to:<\/p>\n<\/p><\/div>\n<div class=\"multi-select-content form-field-content\">\n<ul class=\"items\">\n<li class=\"item\">\n<div class=\"step-number-container\">\n<div class=\"step-number\">\n       1\n     <\/div>\n<\/p><\/div>\n<div class=\"step-checkbox-container\">\n<div class=\"step-checkbox\"><\/div>\n<\/p><\/div>\n<div class=\"item-name-static\">\n      Overview the position offered\n    <\/div>\n<\/li>\n<li class=\"item\">\n<div class=\"step-number-container\">\n<div class=\"step-number\">\n       2\n     <\/div>\n<\/p><\/div>\n<div class=\"step-checkbox-container\">\n<div class=\"step-checkbox\"><\/div>\n<\/p><\/div>\n<div class=\"item-name-static\">\n      Mention any necessary background checks (stop the screening and eliminate the candidate if they are not willing to undergo these)\n    <\/div>\n<\/li>\n<li class=\"item\">\n<div class=\"step-number-container\">\n<div class=\"step-number\">\n       3\n     <\/div>\n<\/p><\/div>\n<div class=\"step-checkbox-container\">\n<div class=\"step-checkbox\"><\/div>\n<\/p><\/div>\n<div class=\"item-name-static\">\n      Ask your questions\n    <\/div>\n<\/li>\n<li class=\"item\">\n<div class=\"step-number-container\">\n<div class=\"step-number\">\n       4\n     <\/div>\n<\/p><\/div>\n<div class=\"step-checkbox-container\">\n<div class=\"step-checkbox\"><\/div>\n<\/p><\/div>\n<div class=\"item-name-static\">\n      Invite them to ask questions of you\n    <\/div>\n<\/li>\n<li class=\"item\">\n<div class=\"step-number-container\">\n<div class=\"step-number\">\n       5\n     <\/div>\n<\/p><\/div>\n<div class=\"step-checkbox-container\">\n<div class=\"step-checkbox\"><\/div>\n<\/p><\/div>\n<div class=\"item-name-static\">\n      Say when you expect to schedule interviews\n    <\/div>\n<\/li>\n<li class=\"item\">\n<div class=\"step-number-container\">\n<div class=\"step-number\">\n       6\n     <\/div>\n<\/p><\/div>\n<div class=\"step-checkbox-container\">\n<div class=\"step-checkbox\"><\/div>\n<\/p><\/div>\n<div class=\"item-name-static\">\n      Provide the candidate with means to contact you\n    <\/div>\n<\/li>\n<li class=\"item\">\n<div class=\"step-number-container\">\n<div class=\"step-number\">\n       7\n     <\/div>\n<\/p><\/div>\n<div class=\"step-checkbox-container\">\n<div class=\"step-checkbox\"><\/div>\n<\/p><\/div>\n<div class=\"item-name-static\">\n      Thank them before ending the call\n    <\/div>\n<\/li>\n<\/ul><\/div>\n<div class=\"text-content\">\n<p>If conducting a video screening be sure to also make note of&nbsp;their appearance and hygiene.<\/p>\n<\/p><\/div>\n<\/section>\n<section id=\"score-the-candidate\">\n<h2>Score the candidate<\/h2>\n<div class=\"text-content\">\n<p>Now that the phone or video screening is complete, you need to <strong>score the candidate based on their performance and eligibility for the role<\/strong>. Once again, it is recommended that you adopt a numerical system of 1 - 5, or a graded system of A - D. <strong>Score their answers to your screening questions<\/strong>, along with their <strong>insight or initiative shown through any questions the candidate asked back<\/strong>.<\/p>\n<p>Consider <strong>aspects beyond your questions<\/strong> such as:<\/p>\n<ul>\n<li>Their communication skills<\/li>\n<li>Their tone - if enthusiastic there is a greater chance that the candidate will be engaged with the position they are applying for<\/li>\n<li>Any inconsistencies between their answers and their resume<\/li>\n<li>Their long-term plans or career aspirations<\/li>\n<\/ul>\n<p>Once the candidate has been scored on all of these, <strong>combine this with how they previously ranked on examination of their resume<\/strong> (keywords, personalization and in-depth analysis). If they are in the <strong>high end of the scoring system, make the final preparations before proceeding to interview<\/strong> them.<\/p>\n<\/p><\/div>\n<\/section>\n<section id=\"preinterview\">\n<h2>Pre-Interview:<\/h2>\n<\/section>\n<section id=\"perform-background-checks\">\n<h2>Perform background checks<\/h2>\n<div class=\"image-content\">\n<figure>\n   <a href=\"https:\/\/www.process.st\/templates\/wp-content\/uploads\/2024\/02\/kamuJJrQX8o-BdgA6zFPNg.png\" alt=\"Perform background checks\" target=\"_blank\" rel=\"noopener\"> <img decoding=\"async\" loading=\"lazy\" src=\"https:\/\/www.process.st\/templates\/wp-content\/uploads\/2024\/02\/kamuJJrQX8o-BdgA6zFPNg.png\"> <\/a><br \/>\n  <\/figure>\n<\/p><\/div>\n<div class=\"text-content\">\n<p>Performing a <strong>background check on the preferred candidate<\/strong> before inviting them to an interview can potentially save you a huge amount of time and effort. <strong>Any candidate (no matter their score) who fails these checks should be immediately discounted from the interview pool<\/strong>.<\/p>\n<p>Where necessary, perform:<\/p>\n<\/p><\/div>\n<div class=\"multi-select-content form-field-content\">\n<ul class=\"items\">\n<li class=\"item\">\n<div class=\"step-number-container\">\n<div class=\"step-number\">\n       1\n     <\/div>\n<\/p><\/div>\n<div class=\"step-checkbox-container\">\n<div class=\"step-checkbox\"><\/div>\n<\/p><\/div>\n<div class=\"item-name-static\">\n      A drugs test\n    <\/div>\n<\/li>\n<li class=\"item\">\n<div class=\"step-number-container\">\n<div class=\"step-number\">\n       2\n     <\/div>\n<\/p><\/div>\n<div class=\"step-checkbox-container\">\n<div class=\"step-checkbox\"><\/div>\n<\/p><\/div>\n<div class=\"item-name-static\">\n      Criminal background check\n    <\/div>\n<\/li>\n<li class=\"item\">\n<div class=\"step-number-container\">\n<div class=\"step-number\">\n       3\n     <\/div>\n<\/p><\/div>\n<div class=\"step-checkbox-container\">\n<div class=\"step-checkbox\"><\/div>\n<\/p><\/div>\n<div class=\"item-name-static\">\n      References check\n    <\/div>\n<\/li>\n<li class=\"item\">\n<div class=\"step-number-container\">\n<div class=\"step-number\">\n       4\n     <\/div>\n<\/p><\/div>\n<div class=\"step-checkbox-container\">\n<div class=\"step-checkbox\"><\/div>\n<\/p><\/div>\n<div class=\"item-name-static\">\n      Educational background check\n    <\/div>\n<\/li>\n<li class=\"item\">\n<div class=\"step-number-container\">\n<div class=\"step-number\">\n       5\n     <\/div>\n<\/p><\/div>\n<div class=\"step-checkbox-container\">\n<div class=\"step-checkbox\"><\/div>\n<\/p><\/div>\n<div class=\"item-name-static\">\n      Any other checks as appropriate to the position\n    <\/div>\n<\/li>\n<\/ul><\/div>\n<div class=\"text-content\">\n<p>If the <strong>candidate passes all of the necessary checks<\/strong>, there is <strong>only one more stage<\/strong> before moving on to the interview process.<\/p>\n<\/p><\/div>\n<\/section>\n<section id=\"contact-the-candidate-2\">\n<h2>Contact the candidate<\/h2>\n<div class=\"text-content\">\n<p>Even if failing the background checks, it is time to<strong> contact the candidate and inform them of their success or failure<\/strong>. If successful, congratulate them and <strong>arrange a time for the face-to-face interview<\/strong>. <strong>Record<\/strong> this time in the <strong>form field<\/strong> below.<\/p>\n<\/p><\/div>\n<div class=\"date-field-content form-field-content\">\n<div class=\"form-group\">\n   <label> Face-To-Face Interview <\/label> <\/p>\n<div class=\"date-container\">\n    <button type=\"button\" disabled class=\"btn btn-default\"> <i class=\"fa fa-calendar btn-icon\"><\/i> Date will be set here <\/button>\n   <\/div>\n<\/p><\/div>\n<\/p><\/div>\n<div class=\"text-content\">\n<p>If unsuccessful, you must still contact the applicant. Whilst again more of a courtesy than necessity, it can<strong> potentially reflect well on your company and any person contacted by the unsuccessful candidate<\/strong>.<\/p>\n<p>Congratulations, the pre-employment screening process is complete! Now it is time to move on to the interview stage.<\/p>\n<\/p><\/div>\n<\/section>\n<section id=\"sources\">\n<h2>Sources:<\/h2>\n<div class=\"text-content\">\n<p><a href=\"http:\/\/plum.io\/blog\/author\/cream\/\" rel=\"nofollow noopener\" target=\"_blank\">Cream<\/a> - <a href=\"http:\/\/plum.io\/blog\/how-to-optimize-your-candidate-screening-process\/\" rel=\"nofollow noopener\" target=\"_blank\">How to Optimize Your Candidate Screening Process<\/a><\/p>\n<p><a href=\"https:\/\/twitter.com\/RuthMayhew\" rel=\"nofollow noopener\" target=\"_blank\">Ruth Mayhew<\/a> - <a href=\"http:\/\/work.chron.com\/hr-initial-screening-interview-17711.html\" rel=\"nofollow noopener\" target=\"_blank\">How to Do the Initial HR Screening Process<\/a><\/p>\n<p><a href=\"https:\/\/www.icims.com\/\" rel=\"nofollow noopener\" target=\"_blank\">iCIMS<\/a> - <a href=\"https:\/\/www.icims.com\/resources\/whitepaper\/3-key-essentials-for-engaging-and-retaining-top-talent\" rel=\"nofollow noopener\" target=\"_blank\">3 Key Essentials for Engaging and Retaining Top Talent<\/a><\/p>\n<p><a href=\"http:\/\/study.com\/\" rel=\"nofollow noopener\" target=\"_blank\">Study<\/a> - <a href=\"http:\/\/study.com\/articles\/How_to_Become_a_Human_Resource_Manager_Education_and_Career_Roadmap.html\" rel=\"nofollow noopener\" target=\"_blank\">How to Become a Human Resource Manager: Education and Career Roadmap<\/a><\/p>\n<p><a href=\"https:\/\/wmich.edu\/\" rel=\"nofollow noopener\" target=\"_blank\">Western Michigan University<\/a> - <a href=\"https:\/\/wmich.edu\/sites\/default\/files\/attachments\/u86\/2013\/HR%20Mgmt%20Keywords.pdf\" rel=\"nofollow noopener\" target=\"_blank\">Human Resources Resume Keywords<\/a><\/p>\n<p><a href=\"https:\/\/www.linkedin.com\/in\/johnvlastelica\" rel=\"nofollow noopener\" target=\"_blank\">John Vlastelica<\/a> - <a href=\"http:\/\/insights.dice.com\/report\/tips-screening-resumes\/\" rel=\"nofollow noopener\" target=\"_blank\">Ten Tips on Screening Resumes<\/a><\/p>\n<p><a href=\"https:\/\/www.linkedin.com\/in\/andhastings\" rel=\"nofollow noopener\" target=\"_blank\">Andrew Hastings<\/a> - <a href=\"http:\/\/www.kiratalent.com\/blog\/how-to-screen-resumes-like-an-hr-pro-even-when-youre-not-one\/\" rel=\"nofollow noopener\" target=\"_blank\">How to Screen Resumes&nbsp;like an HR pro (even when you're not one!)<\/a><\/p>\n<p><a href=\"https:\/\/www.marsdd.com\/mars-library\/\" rel=\"nofollow noopener\" target=\"_blank\">MaRs Library<\/a> - <a href=\"https:\/\/www.marsdd.com\/mars-library\/sourcing-candidates-3\/\" rel=\"nofollow noopener\" target=\"_blank\">Sourcing Candidates: A Startup's Guide to Hiring and Recruiting<\/a><\/p>\n<p><a href=\"http:\/\/www.bridgespan.org\/Home.aspx\" rel=\"nofollow noopener\" target=\"_blank\">The Bridgespan Group<\/a> - <a href=\"http:\/\/www.bridgespan.org\/getdoc\/644a46c9-7a04-4de2-867e-966ad874598f\/ProcessingApplicationsScreeningResumes.aspx#.VijT7vmrTIU\" rel=\"nofollow noopener\" target=\"_blank\">Processing Applications and Screening Resumes<\/a><\/p>\n<p><a href=\"https:\/\/twitter.com\/susanheathfield\" rel=\"nofollow noopener\" target=\"_blank\">Susan Heathfield<\/a> - <a href=\"http:\/\/humanresources.about.com\/cs\/recruiting\/a\/phonescreenform.htm\" rel=\"nofollow noopener\" target=\"_blank\">Phone Screen Best Practices<\/a><\/p>\n<p><a href=\"http:\/\/www.ecamm.com\/\" rel=\"nofollow noopener\" target=\"_blank\">Ecamm<\/a>&nbsp;-&nbsp;<a href=\"http:\/\/www.ecamm.com\/mac\/callrecorder\/\" rel=\"nofollow noopener\" target=\"_blank\">Call Recorder for Skype<\/a><\/p>\n<p><a href=\"https:\/\/twitter.com\/mikeheah\" rel=\"nofollow noopener\" target=\"_blank\">Dr. Michael Heah<\/a> - <a href=\"http:\/\/mystarjob.com\/articles\/story.aspx?file=\/2014\/3\/28\/mystarjob_hrforum\/20140328145902&amp;sec=mystarjob_hrforum\" rel=\"nofollow noopener\" target=\"_blank\">Building Rapport Through Small Talks<\/a><\/p>\n<p><a href=\"http:\/\/www.hrgroupintl.com\/\" rel=\"nofollow noopener\" target=\"_blank\">HR Group International<\/a> - <a href=\"http:\/\/www.hrgroupintl.com\/resources\/articles\/how-to-pre-screen-and-interview-candidates\/\" rel=\"nofollow noopener\" target=\"_blank\">How to Pre-Screen and Interview Candidates<\/a><\/p>\n<\/p><\/div>\n<\/section>\n<section id=\"relevant-checklists\">\n<h2>Relevant Checklists:<\/h2>\n<div class=\"text-content\">\n<p><a href=\"https:\/\/www.process.st\/templates\/call-center-employee-onboarding-checklist\/\" target=\"_blank\" rel=\"nofollow noopener\">Call Center Employee Onboarding Checklist<\/a><\/p>\n<p><a href=\"https:\/\/www.process.st\/templates\/developer-onboarding-checklist-for-startups\/\" target=\"_blank\" rel=\"nofollow noopener\">Developer Onboarding Checklist for Startups<\/a><\/p>\n<p><a href=\"https:\/\/www.process.st\/templates\/employee-onboarding-3\/\" target=\"_blank\" rel=\"nofollow noopener\">Employee Onboarding<\/a><\/p>\n<p><a href=\"https:\/\/www.process.st\/templates\/employee-onboarding-checklist\/\" target=\"_blank\" rel=\"nofollow noopener\">Employee Onboarding Checklist<\/a><\/p>\n<p><a href=\"https:\/\/www.process.st\/templates\/employment-termination-checklist\/\" target=\"_blank\" rel=\"nofollow noopener\">Employment Termination Checklist<\/a><\/p>\n<p><a href=\"https:\/\/www.process.st\/templates\/human-resources-pre-employment-screening\/\" target=\"_blank\" rel=\"nofollow noopener\">Human Resources Pre-Employment Screening<\/a><\/p>\n<p><a href=\"https:\/\/www.process.st\/templates\/restaurant-employee-onboarding-checklist\/\" target=\"_blank\" rel=\"nofollow noopener\">Restaurant Employee Onboarding Checklist<\/a><\/p>\n<p><a href=\"https:\/\/www.process.st\/templates\/retail-employee-onboarding-checklist\/\" target=\"_blank\" rel=\"nofollow noopener\">Retail Employee Onboarding Checklist<\/a><\/p>\n<p><a href=\"https:\/\/www.process.st\/templates\/salesperson-onboarding-checklist-for-startups\/\" target=\"_blank\" rel=\"nofollow noopener\">Salesperson Onboarding Checklist for Startups<\/a><\/p>\n<p><a href=\"https:\/\/www.process.st\/templates\/the-ultimate-guide-to-hiring-an-intern\/\" target=\"_blank\" rel=\"nofollow noopener\">The Ultimate Guide to Hiring an Intern<\/a><\/p>\n<\/p><\/div>\n<\/section>\n","protected":false},"excerpt":{"rendered":"<p>Introduction When carried out&nbsp;correctly, pre employment screening during the human resources hiring process can eliminate a large number of unsuitable applicants&nbsp;without the need for a traditional interview. This both streamlines&nbsp;and increases the effectiveness of the employment process. Not only does this save time before employment, candidate screening can also be responsible for finding candidates who [&hellip;]<\/p>\n","protected":false},"author":3,"featured_media":3873,"comment_status":"closed","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"_acf_changed":false,"ep_exclude_from_search":false,"cover_icon_emoji":"","cover_icon_url":"","tasks_count":"20","template_description":"Run this checklist to screen potential candidates during the human resources hiring process.","template_id":"kZBCGgb615kauV3Dsl1J-w","task_0":"Introduction","task_slug_0":"introduction","task_1":"Initial Resume Screening:","task_slug_1":"initial-resume-screening","task_2":"Look for the minimum requirements","task_slug_2":"look-for-the-minimum-requirements","task_3":"Scan for keywords","task_slug_3":"scan-for-keywords","task_4":"Check the context of the keywords","task_slug_4":"check-the-context-of-the-keywords","task_5":"Ensure that the resume is 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