Screening Candidates

Screening Candidates

Screening mechanisms allow you to improve the match between the candidates and the opportunity offered internally. Screening is done in two ways: Verbally over the telephone or by an evaluation of a written application or resume/CV.

The easiest way in which to screen out applicants who are not a good match is to prioritise your selection criteria. These are traditionally based around (but not limited to) the following:

• Experience in a comparable role
• Experience in a like business, specifically a employee or competitor
• Experience in the industry
• Education that can be directly applied to the role Recommendation from a respected source
• Availability for the duration of the contract

If you are involved in the screening process it is important you refer to our tips on screening candidates over the phone and through their resume.

To assist your organisation of applications they can be placed in three categories:

• A list candidates – meet all requirements
• B list candidates – meet most requirements
• C list candidates – do not meet requirements

The A list candidates should be contacted as soon as you decide that you would like to interview them. This will be completed by the recruitment agency (if using an agency) or the person applications were forwarded to (if advertising directly). They should be advised of the time, date and location of the interview.

The B list candidates should be contacted as soon as all the A list candidates have been interviewed. Given that we may lose candidates if we wait until the completion of interviews, the Finance & Administration Manager may send them an acknowledgement letter.

The C list candidates should be contacted, via a letter, as soon as the decision has been made that they are not suitable. The Finance & Administration Manager is responsible for contacting all unsuccessful candidates.

Candidates who meet as many of the criteria as determined, are obviously those you are more likely to interview. A good rule of thumb is that between 4 to 8 candidates from your screened shortlist should yield the best result. Remember, it only takes one good candidate to fill a role, so don’t re-advertise because you only found one or two good respondents. That may be all that is needed.

Unless unsuccessful candidates have provided consent for Company to keep their details, all such material shall be destroyed within 24 hours of the successful candidate accepting the position with Company.