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Imagine you’re a hiring manager and looking for a graphic designer for your organisation. You invited around 50 candidates for an interview purely based on their resumes. 

On average, your hiring managers spend an hour on each candidate but do not end up selecting even one because none of them fit the exact job requirements. That’s 50 hours down the drain for these hiring managers. 

Now how exactly do you avoid this bummer situation?

Simple – you employ a pre-screening interview; smart and experienced business begin their hiring process with this simple process. Most organisations adopt a pre-screening interview process with a singular goal – to find out whether a candidate’s skill set matches the job requirements without spending hours interviewing them. In short, it ensures that no time is wasted at a later stage for the hiring managers and the candidates.

What is a pre-screening interview process?

A pre-screening interview is an assessment of a candidate that happens before the actual interview. It takes place either via a telephonic conversation, or an online skill-assessment test or through a video introduction. Out of them, the video introduction is the popular one and has helped hundreds of businesses taste success in their hiring process. 

In a typical video introduction process, an employer asks the candidates to talk about their career goals, education, and work experience relevant to the job. The candidates then record their answers and share them back with the hiring managers. The hiring managers can not only view the answers but can even share them with multiple hiring managers to make a joint decision. 

The entire video can last anywhere between one minute to three minutes. It is vital to keep the introduction short as it will drastically improve the completion rate. This will help the hiring managers to evaluate qualities that cannot be identified through a resume, such as body language, confidence, communication skills, etc. 

Pre-screening interview benefits

Here are three popular benefits of adopting a pre-screening interview process for your organisation – 

  • An efficient pre-screening interview process will help you eliminate candidates who may seem a good fit on paper but may not be the best fit for the role.
  • A pre-screening process serves as an excellent means to learn a lot about the candidate’s attitude, communication and interpersonal skills.
  • A pre-screening process also helps your hiring team familiarise themselves with the candidates. This automatically increases the comfort levels of both parties during the actual face-to-face interview. 

Some other benefits that you can enjoy include reduced hiring time, fewer mistakes, happier hiring managers and reduced staff turnover. 

How to set up a world-class pre-screening interview process?

The most important step in a pre-screening interview process is the selection of questions to ask the candidate. The questions should be open-ended and all-encompassing to ensure that the candidates speak their minds about everything you need to evaluate. But most importantly, these questions should revolve around the characteristics and attributes of a candidate that are not available on their resume. This will give you a 360-degree view of the candidate, helping you make an informed and accurate hiring decision.

Here are 15 questions that you can use for your pre-screening interview process –

  1. How does your prior work experience and skill set make you the right fit for this position?
  2. How did you acquire these skills?
  3. What do you know about our company, its products or services?
  4. Can you elaborate a little on the biggest professional challenge you’ve faced and how you overcame it?
  5. What are your top 3 goals for personal development?
  6. What are your top 3 goals for professional development? 
  7. How will this job role help you achieve these goals?
  8. What is your ideal work environment?
  9. What is your ideal company culture? 
  10. What were your top KPI’s in your previous role, and did you manage on achieving them?
  11. How do you typically prioritise projects and manage tasks?
  12. ​​Do you prefer working in a team, or do you think you are an individual contributor?
  13. Have you ever experienced a challenging situation with a colleague? If so, how was the situation resolved?
  14. What did you find challenging in your current role? What steps did you take to overcome that challenge?
  15. What were the top reasons you are looking to move away from your current role?

Once you have finalised the questions, just upload the questions to a ready-made video introduction platform and share the link with your candidates. The candidates can use the same tool to record their answers and share them back with you.

Final Thoughts

A pre-screening interview is undoubtedly a critical element of any hiring process. By embracing this practice, your organisation can avoid being bogged down by issues like delayed hiring process, inefficient talent sourcing, inability to attract the right talent and so on. But most importantly, it helps save time for hiring managers and reduces the chance of human error.

The post How to set up a world-class pre-screening interview process for your company? appeared first on HR News.

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