Recruitment discussions often revolve around the theme of screening. With a myriad of methods such as phone screenings, social media checks, résumé evaluations, and skills testing, recruitment teams are on a quest for efficient strategies that lead to successful hires. Typically, the focus is on “screening out” applicants, but there’s a pivotal shift towards “screening in” that can enhance diversity, reduce costs, and improve recruitment metrics like time-to-fill and hiring speed.
Understanding “Screening Out”
“Screening out” is about disqualifying candidates who don’t meet a set of specific criteria. It’s applicable in cases like filtering out completely unqualified candidates or spam applications, which is logical. However, this approach can sometimes turn into a hunt for reasons not to hire, causing recruiters to overlook potential talent.
Benefits of “Screening Out”
There are scenarios where “screening out” is necessary:
- For Specialized Roles: In positions requiring specific qualifications, like a CPA accreditation, “screening out” helps eliminate candidates lacking essential credentials.
- For Basic Requirements: Candidates unable to meet fundamental job requirements, such as safety concerns or geographic location, are also screened out.
However, it’s crucial to ensure that “screening out” criteria are not discriminatory.
Drawbacks of “Screening Out”
The pitfalls of “screening out” include reliance on inappropriate metrics and unconscious biases, which can sideline potentially great candidates and hamper diversity and innovation in the workplace.
Embracing “Screening In”
Conversely, “screening in” adopts a more inclusive hiring strategy, focusing on candidates’ potential contributions, energy, and enthusiasm, even if they don’t tick every box on the job description. This method emphasizes skill assessments and pre-employment tests to truly gauge a candidate’s fit.
Advantages of “Screening In”
In today’s competitive job market, a “screening in” approach uncovers “hidden gems” — candidates with non-traditional backgrounds who are nonetheless qualified and capable. It also aligns with commitments to diversity, acknowledging the value in varied experiences, such as career breaks for parenting.
Challenges of “Screening In”
The primary challenge with “screening in” is managing an extended list of candidates, requiring more time and resources. However, not all “screening in” methods are resource-heavy; some can be quicker and more efficient than traditional résumé reviews.
In summary, while “screening out” has its place, the shift towards “screening in” can significantly enrich the hiring process, revealing a broader range of talent and fostering a more diverse and dynamic workplace.
Revamping Your Recruitment Strategy to Emphasize “Screening In”
Incorporating skill assessments early in the recruitment process is a highly efficient method for identifying qualified candidates. The Harvard Business Review notes that skill tests swiftly eliminate less suitable applicants, resulting in a concentrated group of more qualified individuals for the subsequent, more personalized stages of hiring.
Skill tests offer candidates a chance to demonstrate their competencies, closely simulating actual job tasks. This approach allows candidates to self-assess whether the job aligns with their abilities. If they find the tasks unmanageable or misaligned with their career aspirations, they have the option to opt out, informing the recruiter that the position may not be a suitable match.
This process benefits all parties involved, as candidates have the opportunity to remove themselves from consideration if they foresee that the role won’t meet their professional objectives or skill level, leading to a more effective and streamlined selection process.