MaRS Library Recruitment for startups: Screening job candidates
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Screening candidates is a key part of a startup’s recruitment process. You need to:
- Review resumes/cover letters/letters of reference.
- Conduct video/phone interviews.
- Identify top candidates (shortlist 5–10 for the hiring manager, with your feedback).
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:
- Review resumes and cover letters
- Conduct a video or phone interview
- Identify top candidates
1. Review resumes and cover letters
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:
- Skills, education and relevant experience that closely match the requirements of the position
- The last three to five years of job duties (and compare these with the job description)
- Long gaps in employment
- Lack of career progression
The cover letter also plays 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:
- Is it clear and concise?
- Does it convey an understanding of the job?
- Are there spelling or grammar errors?
Letters of reference
Many candidates do not include letters of reference until they are requested. However, if they are included, consider the nature of the references:
- Are they current or from long ago?
- Are they from managers or from peers and personal contacts?
- Are they for relevant jobs?
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.
2. Conduct video or phone interviews
Once you have reviewed all the resumes, screen the candidates by video or phone. This screening process serves two purposes:
- It verifies the candidate is active and available
- It gives you some quick insights about the candidate’s communication skills and ability to answer interview questions. (This is especially important information for jobs that require advanced customer service skills)
3. Identify top candidates
Once you have completed the screening interviews, you are ready to sort the candidates. Typically, this involves the following three steps:
- Shortlist five to ten candidates for review by the hiring manager(s)
- Provide your recommendations and insights to the hiring manager(s)
- Have the hiring manager(s) review the resumes to select the interview candidates