Screening candidates' CVs is the most difficult part of the recruitment process. Among so many applications, how to choose the best ones in the fastest time? Right in this article, Navigos Search will reveal specific screening criteria and how to select effective job-seeking candidates that you can apply scientifically and flexibly. Do not miss it!
1. How to sift through candidates' CVs?
Screening candidate resumes is to assess whether the candidate meets the criteria (educational level, work experience, skills, qualities, ...) of the job position that the enterprise is doing. Need to recruit? Screening aims to eliminate unsuitable resumes and “screen” potential resumes to proceed to the next recruitment step. Effective screening will help businesses save time, effort, and cost and recruit good candidates easily.
Screening candidate’s CVs is to assess whether a candidate meets the job criteria
2. Criteria for screening candidate’s CVs
Here are the most accurate candidate screening criteria that have been filtered by Navigos Search experts:
Qualification Knowledge
Regardless of the profession, the requirement for specialized knowledge is always the first important screening basis. Because, this is an important foundation for successful candidates to quickly absorb practical work and short-term training courses at business.
Depending on the job requirements, the business must clearly define the qualification criteria of the vacancy aimed at through the qualifications (College, University, Bachelor, Master, Engineer ...) and certificates.
The work experiences
Small businesses may accept less experienced people for on-the-job training. As for medium and large enterprises, the requirement for work experience increases with each level, for example:
Staff, specialists: 1 - 3 years experience
Head of Department: Experience from 5-8 years
Deputy General Director, Professional Director: Over 10 years of experience,...
Depending on the difficulty of the recruitment job and the salary and benefits for the successful candidate, businesses need to define specific experience requirements so that the HR department can easily screen resumes.
Essential Skills
Skills are an indispensable factor, effectively supporting candidates when performing the job. Each job position requires candidates to meet different important skills. In it, popular is still a skill such as:
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Communication skills
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Listening Skills
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Planning, organizing and time management skills
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Logical thinking skills
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Problem-solving skills
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Ability to work under pressur
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Adaptability, positive attitude
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IT skills
The top important skills should be listed and sent to the human resources department to select the most appropriate profile.
Work skills are an important criterion for screening applications
The amount of potential candidates
In each round of face-to-face interviews, employers usually invite only a small number of candidates to participate. How much, the ratio of men and women, the age ratio of candidates, etc. all need to be clearly defined to serve as a basis for selection in the screening process.
Besides, in this criterion, enterprises should allow the screening department to increase or decrease the number of participating candidates within the prescribed limit so as not to miss good candidates. At the same time, the human resources department also reduces the pressure during the application screening process.
Time to complete candidate screening
With the strong development of the internet, finding information and applying for candidates online is easy and fast. This brings advantages to employers in terms of the number of applications, but also poses a challenge for the human resources department when it comes to screening from a huge number of applications to a small list of potential candidates.
Although professional recruitment technology applications have greatly assisted in the screening work, with the high level of competition in the current labor market, it is required that employers speed up the screening process if they do not want to. lose good candidates by competitors.
The clearly defined screening period helps the human resources department to plan to access candidates effectively and ensure the progress of the assigned work while ensuring the quality of candidates.
3.General steps to screen job applicants
The applications does not meet the basic criteria
In order not to waste time on resumes that are not suitable for the position, the first thing that you need to do is to remove the resume that does not meet the basic requirements. These can be applications that do not specify the title of the position applied for, write an unprofessional application letter, a poorly presented CV, have basic errors in grammar and spelling, etc. Because CVs have these errors. will partly show that they are reckless in their work and do not completely want to apply, so it is advisable to remove them.
In addition, applications that do not meet the qualification criteria should also be removed to save screening time. For example, if a business is looking to recruit a Chief Executive Officer (CEO), for resumes that have too little or no work experience, you should remove them to focus on other more suitable profiles.
Select the profile with the required skills
Next, you need to choose the most suitable skill sets for the recruitment conditions. Focus on the work experience section of the candidate's CV. If the profile does not meet this condition, remove it immediately. On the contrary, the resumes that meet the job requirements should be grouped together to make the next screening step easier.
Select the profile with the required skills
Refine the most outstanding profiles
To be sure to choose the best candidate and best fit for the position, read your CV again and then conduct an analysis, paying special attention to the work experience section. You must know what positions the candidate has held, what jobs have been done, how often to change jobs, etc.
For candidates who frequently change jobs, you should consider your options. As for candidates who have the right skills, you should see more strengths in soft skills, professional skills for their work and career goals before deciding to schedule an interview.
Finding candidates’s extra information
During the screening process, you may not have fully grasped the candidate's work experience and skills. At this point, you can think of sending an email asking the candidate to provide information about the jobs, achievements or asking to take a test to select the best candidate for the next interview round there.
In addition, you can also call directly to discuss and clarify any questions.
Continue to screen candidates by phone
Screening candidates through the phone is a profile filtering step applied by many businesses, bringing high efficiency. This is considered the initial interview to make the face-to-face interview easier. To make the screening more effective and easier, you should "note" some of the following issues:
Grasp the candidate's reasons for applying: Help classify the right candidate for the vacancy
Highlight job prospects: Many talented candidates "hide" making it difficult for employers to approach talented candidates. The best suggestion at this time is to show the candidate the opportunity for growth in the job. If candidates love the job, they will enthusiastically apply for jobs and provide information to help employers more easily exploit candidate data.
Note the candidate's core value: You need to focus on exploiting the main problem, carefully reading the profile and exploiting the most important information of the candidate related to the job requirements. Please save the items that the candidate meets the requirements of the vacancy. During phone conversations, pay close attention to this and more extensive information.
Continue to screen candidates by phone
4. Linked to the headhunter company
Partnering with a headhunter company is the most effective solution, helping to speed up recruitment time and optimize resume screening. Using the job posting service and screening resumes through the headhunter company is a popular choice for knowledgeable HR professionals in the current 4.0 technology era.
Instead of having to manually search for candidates from enough sources, gather CVs and spend too much time on screening, the headhunter company's leading team of experts will search, screen, interview and bring applications to the best quality members for the business in a given time.
The headhunter company owns a team of well-trained consultants
Established in 2002, up to now, Navigos Search is considered as the number 1 prestigious headhunter company in Vietnam and the first choice of most employers. Navigos Search is one of three subsidiaries (Navigos Search, VietnamWorks, Primus) of Navigos Group. With a huge data volume of 375,000+ high-level candidates, it has helped headhunters support recruitment in all fields.
With a very methodical recruitment process, we are committed to providing qualified and suitable candidates for your business in a given time. Our detailed recruitment process is as follows:
- Searching and screening candidates: Navigos Search searches and screens qualified candidates that match the recruiting requirements of enterprises.
- Conducting face-to-face interview: Navigos Search conducts interviews to assess the capabilities as well as listen to the needs and expectations of the candidates.
- Supporting customers in interviews: Navigos Search provides a list of potential candidates for your business after thorough evaluation. We will accompany businesses and candidates to provide additional support during the interview process.
- Conducting reference Check: Official and unofficial reference checks will be conducted.
- Supporting with negotiation and job offer: Navigos Search acts as a bridge to negotiate and advise on salary and benefits. After the candidate receives the invitation letter and confirms the participation, the vacancy will be closed.
- Following up after recruitment: Follow up with candidates for success after joining the business.
With the talent recruitment service, Navigos Search's dedicated team of consultant experts will always stand by the business from the time recruitment needs arise to the time of receiving candidates. Your business will only pay the fee after successful recruitment. As for the high-level recruitment service, Navigos Search will provide a specialized recruitment team to cooperate with businesses in the process of recruiting high-level personnel, ensuring the selection of the best and highest quality candidates for the business in a certain time.
In addition, the outsourcing recruitment service ensures faster recruitment process and results, superior candidate quality and helps improve business efficiency when you hire the right staff.
All consultant experts at Navigos Search have extensive knowledge and experience in the field of recruitment, ensuring vacancies fulfill rate in your business is always at 100%.
If your business is in need of recruiting any mid-level and high-level personnel positions; or you are ambitious to find jobs that matches your capacity and experience, please contact Navigos Search with the information below:
- HCM Headquarters: 20th Floor, e.town Central Building, 11 Doan Van Bo, Ward 13, District 4
- Hanoi Headquarters: V. Building - 125 Ba Trieu street, Hai Ba Trung District
- Hotline: 1800 585 826
- Email: contact@navigossearch.com
- Website: navigossearch.com
- Fanpage: facebook.com/NavigosSearchVietnam
Navigos Search - Vietnam's leading
middle and high-level talent hunting company