In short, screening is vital for building an effective hiring funnel. It gives you the intelligence needed to determine who to bring in and who to filter out.<\/p>\n\n\n\n
Crafting Your Screening Process<\/h2>\n\n\n\n
What should your screening process include and how can you make it watertight? Follow these steps:<\/p>\n\n\n\n
1. Set Minimum Role Requirements<\/h3>\n\n\n\n
First, outline the must-have skills, traits, credentials for this function. For example, a social media manager role may require:<\/p>\n\n\n\n
- 2+ years managing brand social accounts<\/li>
- Excellent copywriting and content creation abilities<\/li>
- Experience developing social content strategies<\/li>
- Bachelor\u2019s degree in marketing, communications, or related field<\/li><\/ul>\n\n\n\n
Having clear prerequisites provides an instant filter to weed out underqualified applicants.<\/p>\n\n\n\n
2. Review Resumes Thoroughly<\/h3>\n\n\n\n
Next, scrutinize each resume against your requirements. Look for indicators that show candidates possess the abilities and experience needed to excel.<\/p>\n\n\n\n
Watch for resume red flags too like frequent job-hopping, employment gaps, typos, or listing irrelevant skills. Any of these could signal a poor fit.<\/p>\n\n\n\n
3. Pre-screen Applicants<\/h3>\n\n\n\n
Before investing time into interviews, add a pre-screening step using surveys or short phone\/video calls.<\/p>\n\n\n\n
Well-crafted pre-screening questions validate candidates have must-haves from step one. They also provide a sense of soft skills like communication, critical thinking, and cultural add.<\/p>\n\n\n\n
Example pre-screening questions:<\/p>\n\n\n\n
- Walk me through your experience managing social media campaigns. What strategies achieved the best results?<\/li>
- How would you approach developing a social media content calendar for our brand?<\/li>
- What compelling ideas do you have for expanding our social media presence?<\/li><\/ul>\n\n\n\n
Gauge replies carefully. Strong answers will showcase relevant experience and strategic thinking. Meandering, vague responses are telltale signs of a poor match.<\/p>\n\n\n\n
4. Check References<\/h3>\n\n\n\n
Don\u2019t underestimate the power of checking references to verify candidates\u2019 capabilities and professionalism.<\/p>\n\n\n\n
Speaking with former managers offers insights you can\u2019t glean from resumes or interviews alone. Make sure to ask specific questions about the applicant’s skills, work style, strengths\/weaknesses, and reasons for leaving.<\/p>\n\n\n\n
5. Develop a Scoring Rubric<\/h3>\n\n\n\n
Now it\u2019s time to pull everything together into an evaluation rubric for comparing and ranking applicants.<\/p>\n\n\n\n
First list screening factors like years of experience required, must-have skills, education level, cultural fit indicators, communication abilities, etc. Then weight each factor by importance and assign a points system.<\/p>\n\n\n\n
Scoring rubrics provide consistency across candidates. They also reduce unconscious bias during evaluations by keeping you focused objectively on what matters most for success.<\/p>\n\n\n\n
Advanced Screening Techniques<\/h2>\n\n\n\n
Beyond the screening basics, creative techniques can reveal hidden insights about applicants. Here are a few to try:<\/p>\n\n\n\n
Personality Tests<\/h3>\n\n\n\n
Have candidates complete a personality assessment like Myers-Briggs, DISC, or CliftonStrengths tests. Comparing results to current top performers in this role can flag a potential mismatch.<\/p>\n\n\n\n
Culture Add Questions<\/h3>\n\n\n\n
Ask scenario-based questions to gauge alignment with your values. For example, \u201cHow would you handle a situation where a coworker takes credit for your work?\u201d Replies demonstrate integrity, teamwork orientation, and other cultural musts.<\/p>\n\n\n\n
Job Simulation Exercises<\/h3>\n\n\n\n
Invite applicants to complete a hands-on exercise replicating actual work they\u2019d tackle. For a marketing role, this might include developing a sample campaign or writing a press release. Seeing candidates’ thought process and work quality is very telling.<\/p>\n\n\n\n
Customized Behavioral Questions<\/h3>\n\n\n\n
Tailor behavioral interview questions to the specific capabilities needed to excel in this role. Ask about overcoming obstacles, handling conflicts, solving complex problems, and achieving results. Listen for concrete examples versus theoretical responses.<\/p>\n\n\n\n
This spectrum of techniques builds a holistic picture of each applicant\u2019s abilities and likelihood of success.<\/p>\n\n\n\n
Screening Red Flags<\/h2>\n\n\n\n
Certain red flags during screening warrant extra caution. Watch for:<\/p>\n\n\n\n
- Gaps or vagueness about their experience:<\/strong> Could signal exaggeration or attempts to cover up employment issues. Dig deeper.<\/li>
- Overemphasis on perks, pay, or prestige:<\/strong> May indicate priorities that aren\u2019t aligned with your culture.<\/li>
- Badmouthing past employers:<\/strong> Raises concerns about unprofessional behavior or difficulty accepting feedback.<\/li>
- Evasiveness answering questions:<\/strong> Are they being less than transparent?<\/li>
- Disinterest or lack of engagement:<\/strong> Do they genuinely want this role and show initiative?<\/li><\/ul>\n\n\n\n
Any of these red flags deserve follow-up probing before moving an applicant forward.<\/p>\n\n\n\n
Probing Interview Questions That Reveal the Most<\/h2>\n\n\n\n
Beyond screening, savvy interview questions can uncover key insights about applicants:<\/p>\n\n\n\n
- \u201cWhat interests or excites you most about this role?\u201d<\/strong> Passion for the work indicates engagement and potential for high performance.<\/li>
- \u201cTell me about a time you made a mistake at work. How did you handle it?\u201d<\/strong> Their integrity and accountability in owning mistakes come through.<\/li>
- \u201cHow would your current manager or team describe your work style and strengths?\u201d<\/strong> Consistency with their own claims is telling.<\/li>
- \u201cIf we could only focus on one of your capabilities, what would you want it to be and why?\u201d<\/strong> Reveals how they want to add value.<\/li>
- \u201cImagine it’s one year from now. What must have happened in the first year for you to say \u2018I made absolutely the right decision joining this team\u2019?\u201d<\/strong> Uncovers their definition of success and expectations.<\/li><\/ul>\n\n\n\n
Strategically crafted questions like these uncover applicants’ true character, motivations, and potential culture fit.<\/p>\n\n\n\n
Don\u2019t Neglect Candidate Experience<\/h2>\n\n\n\n
While screening applicants may feel one-sided, don\u2019t lose sight of their experience. Treat each candidate positively and professionally, even those you decide not to pursue.<\/p>\n\n\n\n
After all, the candidates you screen today could be your customers or partners in the future. Word also spreads quickly among networks, so don\u2019t burn bridges.<\/p>\n\n\n\n
Ensure the time candidates invest isn\u2019t wasted. Provide prompt communication, thoughtful feedback if requested, and closure. Leaving them hanging reflects poorly on your brand.<\/p>\n\n\n
Related Posts<\/h3>
![\"Should](\"data:image\/svg+xml;charset=utf-8,<svg)
<\/a><\/div>Hiring Generalists vs Specialists: Which is Better for Early Stage Startups?<\/a><\/div><\/li><\/a><\/div>Pros and Cons of Outsourcing for Startups: Boosting Efficiency or Risking Control?<\/a><\/div><\/li><\/a><\/div>Should job ads contain salary information?<\/a><\/div><\/li><\/a><\/div>Startup Hiring Plan Template<\/a><\/div><\/li><\/a><\/div>The Startup Hiring Process: Unlocking the Path to Building a Winning Team<\/a><\/div><\/li>
- \u201cTell me about a time you made a mistake at work. How did you handle it?\u201d<\/strong> Their integrity and accountability in owning mistakes come through.<\/li>
- Overemphasis on perks, pay, or prestige:<\/strong> May indicate priorities that aren\u2019t aligned with your culture.<\/li>
- Gaps or vagueness about their experience:<\/strong> Could signal exaggeration or attempts to cover up employment issues. Dig deeper.<\/li>
![\"Should](\"https:\/\/tactyqal.com\/blog\/wp-content\/uploads\/2023\/04\/hiring-generalists-vs-specialists-for-startups-150x150.jpg\")
<\/a><\/div>![\"Pros](\"https:\/\/tactyqal.com\/blog\/wp-content\/uploads\/2023\/06\/Pros-and-Cons-of-Outsourcing-for-Startups-150x150.jpg\")
<\/a><\/div>![\"Should](\"https:\/\/tactyqal.com\/blog\/wp-content\/uploads\/2023\/01\/Should-job-ads-contain-salary-information-150x150.jpg\")
<\/a><\/div>![\"startup](\"https:\/\/tactyqal.com\/blog\/wp-content\/uploads\/2023\/07\/startup-hiring-plan-template-150x150.jpg\")
<\/a><\/div>![\"Startup](\"https:\/\/tactyqal.com\/blog\/wp-content\/uploads\/2023\/07\/Startup-Hiring-Process-150x150.jpg\")
<\/a><\/div>![\"Top](\"https:\/\/tactyqal.com\/blog\/wp-content\/uploads\/2023\/09\/Top-Hiring-Challenges-and-how-to-solve-them-150x150.jpg\")
<\/a><\/div>![\"when](\"https:\/\/tactyqal.com\/blog\/wp-content\/uploads\/2023\/07\/when-to-hire-first-employee-150x150.jpg\")
<\/a><\/div>![\"why](\"https:\/\/tactyqal.com\/blog\/wp-content\/uploads\/2023\/08\/why-hiring-the-right-engineers-early-is-important-for-a-startup-150x150.jpg\")
<\/a><\/div>