In the information
age that we live reaching out to potential employees has become easy and
effective but it brings along with it new challenges. The number of potential
candidates for an opening in an organization has increased dramatically.
Screening has become a task in itself to sort and select the right employee with
the right set of skills and knowledge to perform tasks.
A good screening
process helps recruiters narrow their potential candidates to a minimum to
reduce time and resources during the process of employment. Hiring the wrong
candidate not only will cost the company valuable time and money it will also
disrupt a team and bring down productivity.
Some drawbacks and
benefits will be discussed along with methods and some ways where screening can
provide candidates and recruiters a better experience.
The benefits and drawbacks of HR screening
Hr personnel or third-party specialized recruiting companies get involved in the screening
process before the company invests significant resources in a possible employee.
prescreening can have several advantages importantly by the time the
recruiter conducts an in-person or virtual interview they would be certain
that no time is wasted examining possible fabricated claims. Screening can
also help eradicate the possibility of hiring workers with a criminal
record. Recruiting outside the country can be a very expensive and
time-consuming process. Social media can help identify the cultural, social, and behavioral patterns of prospective candidates.
Organizations
are focusing on the behavioral and traditional characteristics of employees,
which is a tendency that is dangerous. Townley (1989 )
The Drawbacks of Screening EmployeesBecause screening is done by HR or a third party Who has no relationship with the candidate or the hiring process there's always a risk the talent may be overlooked. In some instances, the candidate without specific academic qualifications may be the most skilled individual for the job and might be overlooked through this cleaning process. This process verifies claims but does not take into consideration the candidate's knowledge and experience on the job.
Some of the methods of HR
screeningResume review.It is where a recruiter goes by a resume to
come to a conclusion if a candidate is suitable for a certain job. The time it
takes to select a candidate for an interview however if the candidate has not
clearly highlighted his skills and strengths it could be overlooked, and
suitable candidates will be lost. Skill testingThere are several skills that could be tested Technical,
Communication, Critical thinking, and Time management. An understanding of the candidate’s
skill level could save a company from hiring a candidate that is inefficient and
not up to the skill level needed to perform tasks.
Technical Skills: Based on the nature of the job a
technical skill assessment could be done by a skill certifying company or by a
technical professional by choice of the recruiter. The results should be analyzed
by a person with knowledge of the subject so that there will not be an
oversight.
Communication Skills are needed in most jobs where there is an interaction between employees, Customers, and contractors. Both verbal and written
communication is sometimes important in certain job roles public speaking, active
listening, email, and social media updates are some of the communication in
some job roles.
Critical thinking skills could be tested by analyzing case
studies and problem-solving. It is most beneficial when it comes to job roles
where quick and precise decision-making can be critical to the business.
Time Management is a skill that is needed in many job roles for
employees to be more productive and to prioritize workload. Creating schedules
and staying organized is a key indicator that a certain candidate could use his
time management skills.
Phone screening
Conducting an initial interview with a job candidate over
the phone can save time at the interview. Skills Experience and qualifications
suitable for the role could be identified and some questions could give the recruiter
the chance to cross-check the information provided on the CV and its accuracy. Phone screening could be conducted by the recruiter, HR
personnel, or hiring manager which would typically last 15 to 30 minutes and let
the recruiter focus on identifying if the candidate would be suitable to
qualify for an in-person interview. Social media
screeningWith the expansion
of social media employers tend to use this tool to screen candidates for an interview.
Employers can check the character, examine the writing, and information provided. Social
media screening can provide valuable information about a candidate as long as the
employer does not use the information for unlawful discrimination. Employers
should take into consideration that some information can be exaggerated. For Social Media
screening to be successful 1.
Have a policy for
social media screening. 2.
Have a set of screening
questions for each position 3.
Conduct the
screening 4.
Have a report
completed at the end of the screening process 5.
Keep a record of
the documentation
Personal reflectionth There are multiple screening techniques to pick out candidates for an interview. Based on the skills needed for a specific job role the appropriate screening technique should be applied. There is the time consumed in the screening process however this would be minimal compared to the time and resources that would need to be put into if the wrong candidate takes up time at an interview. The questions asked should be well thought through and skill testing should be done by a trusted professional of the field or a certifying company that is nonbias. Information gathering is critical and will play a decisive part in selecting the right candidate. REFERENCE
- American Chemical Society. (n.d.). Resume Review. [online] Available at: https://www.acs.org/careers/personal-career-consulting/resume-review.html [Accessed 23 Mar. 2023].
- Regan McGregor (2021). 7 Methods For Screening Candidates To Hire Better | Vervoe.
[online] vervoe.com. Available at: https://vervoe.com/screening-candidates/.
- Roethel, D. (2016). 3
Essential Things to Look for When Hiring New Employees. [online] VICTIG |
Background Checks. Available at:
https://www.victig.com/3-essential-things-look-hiring-new-employees/.
- Reed.com. (n.d.). What
is social media screening? [online] Available at:
https://www.reed.com/articles/what-is-social-media-screening.
- Shortlister. (2022). Infographic: Employment Background Check. [online] Available at: https://www.myshortlister.com/insights/employment-background-check [Accessed 21 Mar. 2023].
- Townley, B (1989) Selection and appraisal: reconstructing social relations?, in (ed) J Storey, New Perspectives in Human Resource Management, London, Routledge
- www.youtube.com. (n.d.). How Long do Background Checks Take? (ASL included). [online] Available at: https://www.youtube.com/watch?v=j-2hij11nL8 [Accessed 20 Mar. 2023].
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The article discusses the challenges and benefits of HR screening in the current information age, where potential candidates for job openings have increased dramatically. Effective screening helps recruiters select the right employee with the right set of skills and knowledge, minimizing the use of time and resources. The article explores various screening methods such as resume review, skill testing, phone screening, and social media screening. The article also discusses the drawbacks of screening, such as overlooking qualified candidates who lack specific academic qualifications. The appropriate screening technique should be applied based on the skills needed for a specific job role. Well Done ..! George.
ReplyDeleteThe article discusses the challenges and benefits of HR screening in the current information age, where potential candidates for job openings have increased dramatically. Effective screening helps recruiters select the right employee with the right set of skills and knowledge, minimizing the use of time and resources. The article explores various screening methods such as resume review, skill testing, phone screening, and social media screening. The article also discusses the drawbacks of screening, such as overlooking qualified candidates who lack specific academic qualifications. The appropriate screening technique should be applied based on the skills needed for a specific job role.Well Done.!! George
ReplyDeleteThe article discusses the challenges and benefits of HR screening in the current information age, where potential candidates for job openings have increased dramatically. Effective screening helps recruiters select the right employee with the right set of skills and knowledge, minimizing the use of time and resources. The article explores various screening methods such as resume review, skill testing, phone screening, and social media screening. The article also discusses the drawbacks of screening, such as overlooking qualified candidates who lack specific academic qualifications. The appropriate screening technique should be applied based on the skills needed for a specific job role. Well Done..!! George.
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ReplyDeleteRemember that there is no perfect employee and that the goal of screening is to identify the best candidate for the position based on the job requirements and organizational needs. By using a variety of screening methods, focusing on key job requirements, and considering cultural fit, employers can increase their chances of finding the right candidate for the job. Good article.
ReplyDeleteRemember that there is no perfect employee, and that the goal of screening is to identify the best candidate for the position based on the job requirements and organizational needs. By using a variety of screening methods, focusing on key job requirements, and considering cultural fit, employers can increase their chances of finding the right candidate for the job.
ReplyDeleteRemember that there is no perfect employee and that the goal of screening is to identify the best candidate for the position based on the job requirements and organizational needs. By using a variety of screening methods, focusing on key job requirements, and considering cultural fit, employers can increase their chances of finding the right candidate for the job. Good article.
ReplyDeleteRemember that there is no perfect employee, and that the goal of screening is to identify the best candidate for the position based on the job requirements and organizational needs. By using a variety of screening methods, focusing on key job requirements, and considering cultural fit, employers can increase their chances of finding the right candidate for the job.
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ReplyDeleteRemember that there is no perfect employee, and that the goal of screening is to identify the best candidate for the position based on the job requirements and organizational needs. By using a variety of screening methods, focusing on key job requirements, and considering cultural fit, employers can increase their chances of finding the right candidate for the job.
ReplyDeleteRemember that there is no perfect employee and that the goal of screening is to identify the best candidate for the position based on the job requirements and organizational needs. By using a variety of screening methods, focusing on key job requirements, and considering cultural fit, employers can increase their chances of finding the right candidate for the job.
ReplyDeleteRemember, finding the right employee is a process, and it's important to be patient and thorough in your screening efforts. But by taking the time to identify the right candidate, you can increase your chances of finding an employee who will be a valuable asset in your organization. Well done.
ReplyDeleteRemember, finding the right employee is a process, and it's important to be patient and thorough in your screening efforts. By taking the time to identify the right candidate, you can increase your chance of finding an employee who will be a valuable asset to your organization. Well done.
ReplyDeleteGreat article on the importance of screening potential employees. With the increasing number of candidates for each job opening, it's crucial to have a good screening process in place to narrow down the selection and save time and resources during the hiring process. The article highlights different methods of screening, including resume review, skill testing, phone screening, and social media screening, each with its benefits and drawbacks. Overall, a well-thought-out screening process is essential to ensure the right candidate with the right skills and knowledge is selected for the job.
ReplyDelete