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During the recruitment process, after you have completed the process of sourcing job candidates, the next step is to screen the potential candidates.
To screen for candidates, you need to complete three steps:
When screening candidates, the first step is to review the resumes. If recruiting software if available, scan for keywords. When looking at the resumes, keep your eye open for:
* Given the market, long gaps of employment and job hopping may be explainable by the candidate, so be aware but do not base your decision solely on these.
Although it is optional and not used often any longer, the cover letter can play an important role. It will give you an impression of the person’s writing style and their ability to convey interest in the job.
When reviewing the cover letter, consider:
Many candidates do not include letters of reference until they are requested. However, if they are included, consider the nature of the references:
As part of the overall recruitment and screening process, cover letters and letters of reference can give you an indication of the candidate’s attention to detail and can possibly break a tie when sorting candidates.
Once you have reviewed all the resumes, screen the candidates by video or phone. This screening process serves two purposes:
Once you have completed the screening interviews, you are ready to sort the candidates. Typically, this involves the following three steps: