Published on Wednesday, May 14, 2008
After the initial resume screening, companies employ a further assessment tool to vet applicants directly. By way of a screening interview, they weed out unqualified and uninterested candidates, thus narrowing the candidate pool considerably.
This preliminary step is used to qualify candidates before they meet with a hiring authority for possible selection. By separating the grain from the chaff, screening interviews prove to be a quick and efficient strategy that saves both time and money.
The result is a shortlist of qualified candidates who meet the minimum requirements and should be called for interviewing, radically reducing the number of actual formal interviews.
Experienced and professional screeners - either a third-party recruiter or a member of the hiring company’s HR department, generally conduct a screening interview.
While most commonly conducted on the telephone, screening by video conference or online is picking up slowly.
At times, screening questionnaires (online or paper-based) with open-ended or multiple-choice questions are also used to determine candidate eligibility. On a rare occasion, companies do call applicants for a brief face-to-face meeting too.
Irrespective of the approach, screeners are primarily looking to verify candidate qualifications and other essential criteria along with judging real interest in and enthusiasm for the job. The emphasis is on learning more about the candidate prior to the actual interview – character, attitude, ethics, communication skills, professional style, reasons for job hunting - so as to determine whether he/she would be a good fit for the company, the job and the work culture.
Screening is basically a casual discussion, which can last for a few minutes to say, half an hour. The format is highly structured with straight questions and answers that can even be tape recorded for other interviewers. But, the screener will only pick out the best prospects, not hire anyone outright.
This preliminary step is used to qualify candidates before they meet with a hiring authority for possible selection. By separating the grain from the chaff, screening interviews prove to be a quick and efficient strategy that saves both time and money.
The result is a shortlist of qualified candidates who meet the minimum requirements and should be called for interviewing, radically reducing the number of actual formal interviews.
Experienced and professional screeners - either a third-party recruiter or a member of the hiring company’s HR department, generally conduct a screening interview.
While most commonly conducted on the telephone, screening by video conference or online is picking up slowly.
At times, screening questionnaires (online or paper-based) with open-ended or multiple-choice questions are also used to determine candidate eligibility. On a rare occasion, companies do call applicants for a brief face-to-face meeting too.
Irrespective of the approach, screeners are primarily looking to verify candidate qualifications and other essential criteria along with judging real interest in and enthusiasm for the job. The emphasis is on learning more about the candidate prior to the actual interview – character, attitude, ethics, communication skills, professional style, reasons for job hunting - so as to determine whether he/she would be a good fit for the company, the job and the work culture.
Screening is basically a casual discussion, which can last for a few minutes to say, half an hour. The format is highly structured with straight questions and answers that can even be tape recorded for other interviewers. But, the screener will only pick out the best prospects, not hire anyone outright.
Hitting the right note
On the whole, applicants should understand that screening rules are principally different from the normal hiring or selection interviews.
The emphasis is on providing facts that corroborate with the CV and highlight your suitability for the position in question, not building a rapport or portraying your personality. As a career analyst puts it, “Save your winning personality for the person making hiring decisions!”
Candidates should basically conform to what they have already mentioned in the resume. Be confident and give straight-forward, succinct and focussed answers. But, ensure that you never deviate from the truth, as interviewers will verify them during the hiring interview and reference checks.
Understand that the interviewer is basically interested in corroborating your qualifications, experience, workplace preferences and salary expectations with the organisation and job in question, and proceed accordingly.
You can take the initiative to quickly point the interviewer to key areas in your resume that reflect the job needs and also highlight relevant qualifications/accomplishments. What’s more, this is your chance to provide additional information that is specific to the job and could not be covered in the standard resume.
Keep in mind that screeners also seek to identify potential red flags like inconsistencies and will surely dig for dirt like gaps in employment history or other inconsistencies in the resume based on qualifications, work background and experience.
You can reap the advantage of being well prepared by devising a list of potential questions and rehearsing eloquent answers for the same.
Common queries include but are not limited to your work history, leadership skills, key motivators, strengths/weaknesses, achievements/failures, preferred work environment, expected salary, description of your last job, why you quit, what interests you in the new position/company and what skills/contributions you can bring to the same.
While providing the crucial information, you can even seize an opening to ask targeted questions about the company, job role, goals, and responsibilities and work culture with the aim to land a further job interview.
Generally speaking, if your responses pass muster, you will advance to the next interviewing level. But, if the interviewer does not volunteer the information on his own you can tactfully inquire the same with a gracious, “I have really enjoyed talking to you and learning more about your firm. Should I expect to hear from you by a certain date?”
faqs@cnkonline.com
PAYAL CHANANIA
On the whole, applicants should understand that screening rules are principally different from the normal hiring or selection interviews.
The emphasis is on providing facts that corroborate with the CV and highlight your suitability for the position in question, not building a rapport or portraying your personality. As a career analyst puts it, “Save your winning personality for the person making hiring decisions!”
Candidates should basically conform to what they have already mentioned in the resume. Be confident and give straight-forward, succinct and focussed answers. But, ensure that you never deviate from the truth, as interviewers will verify them during the hiring interview and reference checks.
Understand that the interviewer is basically interested in corroborating your qualifications, experience, workplace preferences and salary expectations with the organisation and job in question, and proceed accordingly.
You can take the initiative to quickly point the interviewer to key areas in your resume that reflect the job needs and also highlight relevant qualifications/accomplishments. What’s more, this is your chance to provide additional information that is specific to the job and could not be covered in the standard resume.
Keep in mind that screeners also seek to identify potential red flags like inconsistencies and will surely dig for dirt like gaps in employment history or other inconsistencies in the resume based on qualifications, work background and experience.
You can reap the advantage of being well prepared by devising a list of potential questions and rehearsing eloquent answers for the same.
Common queries include but are not limited to your work history, leadership skills, key motivators, strengths/weaknesses, achievements/failures, preferred work environment, expected salary, description of your last job, why you quit, what interests you in the new position/company and what skills/contributions you can bring to the same.
While providing the crucial information, you can even seize an opening to ask targeted questions about the company, job role, goals, and responsibilities and work culture with the aim to land a further job interview.
Generally speaking, if your responses pass muster, you will advance to the next interviewing level. But, if the interviewer does not volunteer the information on his own you can tactfully inquire the same with a gracious, “I have really enjoyed talking to you and learning more about your firm. Should I expect to hear from you by a certain date?”
faqs@cnkonline.com
PAYAL CHANANIA
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