Company ABC is executing hiring for significant roles for which many willing applicants have shared their resumes resulting in an overflow. One of the candidates stands out on paper among them, having striking qualifications and experience.  

However, upon closer scrutiny, it’s revealed that this candidate has a history of dishonesty and unethical behavior in previous roles. This example highlights the vital role of candidate screening in the hiring process.  

Candidate screening is not merely a formality but a strategic necessity for businesses aiming to make informed hiring decisions. It involves a thorough examination of a candidate’s background, qualifications, and suitability for the role, ensuring that only the most qualified and reliable individuals are brought on board.  

In this article, we’ll highlight the importance of candidate screening and its impact on organizational success. 

What is Candidate Screening? 

Also termed applicant screening, candidate screening is the process of finding suitable candidates for the job by reviewing candidates’ job applications, CVs, resumes, and even cover letters. It differentiates the ideal from the unfitting. 

The procedure acts as a filtering procedure for the recruiting of applicants. Out of the bulk, only a manageable number of applications are reserved to be taken forward to the interview stage. This controllable number of applications consists of applications submitted by apparently deserving candidates. 

Candidate screening is very important for the recruitment process. It should be done anyway. No matter what the position of the role applied for. 

Importance of Screening 

Now, let’s discuss in detail the importance of the candidate screening process: 

1. Determines a Candidate’s Qualification 

There are certain requirements of a company before advertising the job post. So, they clearly mention the mandatory skills and expertise when publishing job offers. Now, it is expected that only the candidates having those skills would apply. But this would not be the case every time. 

Because you can’t stop anyone from trying their luck!!! 

According to a survey, “42% of job applicants don’t meet skills requirements, but companies are willing to train up”. Whereas 78% of applicants would apply for the role regardless of knowing they do not come up to the mentioned criteria. 

So, one of the most important factors that screening reveals is whether the candidate possesses all the skills that are needed for the role. Therefore, check their experiences, qualifications, skills, and references to verify whether the applicant is the best fit for the job or not. 

Then, you can discard the resumes that you deem might not fit your given criteria while the applications having all your required skills and expertise would be paid attention to. Thus, making it easy for you to call the applicants with the required expertise for the interview phase. 

2. Assesses The Applicant’s Suitability 

Along with the identification of qualifications possessed by the applicant, screening ensures the suitability of the candidate as well. For example, there are two types of skills to be mentioned on the CV: hard skills and soft skills. Some candidates would give more preference to soft skills, references, strengths, and experiences. From here, an employer can get a clearer view of the personality suites and inclinations of the applicant. 

Every organization has its core values and dominant cultures which are abide by each employee. If they work according to those specific workplace ethics, it would be good for them personally and professionally. A recruiter has to keep in view all these aspects. 

Whereas, hiring an employee who isn’t deemed fit for your workplace setting, may create chaos afterward. For instance, an employee may find it hard to work in a team or his temperament doesn’t match his teammates, what would happen? It may result in a decrease in productivity and overall performance. 

Hence, it is crucial to screen applicants thoroughly before hiring according to your company’s values. Also, ensure whether their personality matches your organization’s culture or not. This would help generate better results. 

3. Create Questions for The Interview 

The questions asked in an interview are of immense importance. It must be a mix of regular and specific queries comprising of generic, role-oriented, personal qualities, or whatever the interviewer considers must be asked to perceive the candidate’s personality in a better way. 

For instance, you can ask them about their previous experiences at various workplaces, the reason for quitting those jobs, or the positive or negative aspects of a particular role. Such questions offer greater insights into the kind of person the applicant is and highlight their journey, inspirations, strengths, and weaknesses. 

Additionally, never forget to question them on the claims made in their CVs. Many times, an applicant may boast about their qualities that could be deceptive. According to a survey, “40% of people lie on their resumes”, so this is a common practice that is to be handled carefully. 

As a recruiter or employer, you must have ample experience in conducting interviews, reading facial expressions, and good industry knowledge. So, if any applicant tends to dodge you, you may catch the blunder on the spot. 

4. Saves Resources 

The main objective of any business is to save time and money as these are the most valuable assets. Don’t ever waste these resources on candidates who are not suited for the job right away. 

So, screening enables you to spot and toss aside applications that don’t contain the preferred skills. Besides, there is no need to call every candidate to the interview process. Have a good overview of the resumes, analyze them properly, and conclude how many candidates are eligible for the interview.  

The fewer the number of interviewees, the easier for you to conduct the interviews and shortlist the available applicants. Thus, having to interview only selected ones with proven expertise, at face value, is a good way to save time and money. 

5. Boosts Employee Retention 

The ultimate goal of the hiring process is finding the best suit for the company. Finding an employee who offers long-lasting services with honesty and diligence is quite important.  

Screening leaves you with the best available applicants and ensures that your company and these candidates are a good match for each other. 

Furthermore, ensuring that the elected employee will stay with you for longer, and understands the company culture and work model is quite important. Also, clarify whether they prefer, in-office, remote, or a hybrid of both. 

By satisfying all these conditions, employers can ensure that the potential employee would prove a choice worth it. 

Final Words 

Screening candidates is the best practice for offering quality and value to the recruitment process. It ensures hiring employees that would stick to the company’s plans and ambitions and provides stability and greater excellence. 

The importance of new hires can never be overstated. They can make or break a company. Having well-qualified and skilled staff can be beneficial for an organization while the lack of the right values can obstruct the success of business. 

Candidate screening ensures that only those candidates are eligible for interview who possess all the right qualities. Thus, saving the company from long, tedious, and unproductive work.  Also, it shields the organization from the costs of a high employee turnover. 

Ultimately, screening candidates aims at measuring the candidates’ suitability for the role at hand with all the possible checks and balances.