How to Save Time with Pre-screening Questions!

How to Save Time with Pre-screening Questions!

Pre-screening Questions

Pre-screening QuestionsGoing through hundreds (sometimes even thousands) of resumes can be very time-consuming.  Being a human resource professional, there are many items on your to-do list and freeing up some time is always a plus.  That is where Pre-screening Questions can come in handy.

Here are a few ways to save time using pre-screening questions:

Location-based Pre-screening Questions:

Once you have a clear understanding of the job requirements you can easily set up pre-screening questions to bypass those candidates that don’t meet the job criteria.  For example, if your job is for a specific location, you might want to make that a pre-screening question.

“Are you able to work in the New York City office?”

or you can be extremely specific about the location

“Are you able to work 9:00 am – 5 pm EST in the office located on 23rd Street and Madison Ave. in NYC?”

Answers to both questions can be set to “Yes” or “No” where “No” would be a knock out question.

Salary-based Pre-screening Questions:

Another pre-screening question that can save you a lot of time is to set up a yes or no question for a salary-related question.  (Please be aware of your state and local laws regarding salary questions – some states are no longer allowing salary-related questions).  If you are looking to hire someone for a job and know the salary cannot exceed $85,000, getting a clear understanding of salary expectations might be beneficial.  Consider creating a pre-screening question such as:

“The salary for this position is $75,000-$85,000.  Is this salary range acceptable to you?”

Where the answer provided is either “Yes” or “No” where “No” would be a knockout question:

Experience-based Pre-screening Questions:

Experience-based questions are another fitting example of pre-screening questions.

If you are looking for candidates with a minimum of 3 years’ experience as a C# developer, you could set up experienced-based questions with a range:

“How many years of C# development experience do you have?”

With the following ranges:

< 1-year

1 – 2 years

> 2-years

You can either set up a value for the ranges and/or set <1-year experience as a knockout question.

Having multiple pre-screening questions can save valuable time for a human resource professional in finding the top candidates and ultimately the right new employee. 

Try ApplicantStack for yourself and see just how easy setting up pre-screening questions are!

Click below to start your Free 15-day ApplicantStack trial:

Request a free no obligation trial!

 

 

Are you prepared for the hiring season?

Are you prepared for the hiring season?

Whether you are a B2B or a B2C, you want to be prepared for your busy hiring season.

Here are a few simple tips:

1. Employee Referrals:

Hiring Season Referral

Take advantage of employee referrals. You get great results developing ways for current employees to recommend new hires. Who better to understand the culture and work load than a current employee? Make sure you have easy to use tools in place to achieve this. And don’t forget about incentives!

 

 

 

 

 

 

 

hiring season score2. Focus on the top candidates:

Have a clear understanding of what you are looking for.  Screen resumes and add scoring to focus your efforts on the most valuable candidates. Don’t waste your time weeding through hundreds of resumes.  Focus on the top candidates that score the highest based on screener questions.

 

 

 

hiring season calendar availability

 3. Make scheduling easy:

Know your hiring manger’s schedule so you can make the most out of everyone’s time.  Have tools in place to see calendar availability.

 

 

 

hiring season workflow4. Have a solid candidate workflow in place:

Have a clear candidate workflow in place so you know what needs to get done and by whom before the rush begins.

 

 

 

5. Video Interviewing might be a great solution:Spark Hire Video Interviewing

Look into video interviewing! Products like SparkHire work well.

 

 

 

 

Hiring Season Hire Portal

6. Make onboarding your new employee easy with an Employee portal:

Once you find the right candidate

make sure you have an onboarding process in place. Allow new hires to complete all of the necessary paperwork by creating a portal for ease of use.

 

7. Most importantly, enjoy the holidays!

 

 

 

 


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DISA Global Solutions (DISA) and ApplicantStack Announce Partnership to Help Employers Streamline Their Employee Screening and Talent Acquisition Processes

DISA Global Solutions (DISA) and ApplicantStack Announce Partnership to Help Employers Streamline Their Employee Screening and Talent Acquisition Processes

Houston, TX, August 03, 2017 –(PR.com)– DISA Global Solutions announced a new partnership with ApplicantStack, a highly recognized and respected applicant tracking system. DISA, focused on improving background screening services, enhances the hiring process with this new addition, and helps to create a safe working environment for all clients. “We are very excited about this new partnership and integration. It allows ApplicantStack and DISA the ability to offer more solutions to our existing clients through a consolidated process, and we will continue to identify additional service offerings based on customer feedback,” said Colin Woods, DISA’s vice president of sales operations.

“Our partnership with DISA provides a tremendous new value to our ApplicantStack customers. With this new integration, ApplicantStack and DISA customers now have an end-to-end recruiting solution that allows them to quickly post jobs to all major job boards, receive high quality candidates, and then efficiently screen candidates through DISA as part of an automated hiring workflow,” said Nathan Shackles, ApplicantStack CEO.

About DISA Global Solutions, Inc.:
DISA enables employers to make the most informed hiring decisions possible. Innovative technology and comprehensive testing protocols combine to provide a full-service, integrated employee screening solution which includes drug and alcohol testing, background screening, transportation compliance, and occupational health screening and safety training, allowing companies to move faster – confident that hiring standards will contribute to the success of their business. To learn more, visit www.disa.com

About ApplicantStack:

ApplicantStack is an affordable and easy-to-use Applicant Tracking System for any size organization. ApplicantStack is used by thousands of organizations worldwide, from single recruiters to global corporations with 10,000+ employees.

As a provider of Drug testing and background screening services with more than 30 years of experience, DISA helps thousands of companies across the globe make more informed staffing decisions by offering a broad array of industry-leading screening and compliance services.

ApplicantStack has partnered with Spark Hire for video interviewing!

ApplicantStack has partnered with Spark Hire for video interviewing!

Video Interviewing Made Easy

ApplicantStack, the easy to use applicant tracking system trusted by over 1,500 companies to manage their candidates and workflows, has integrated with Spark Hire, Inc. for video interviewing!

Spark Hire is a video interviewing platform used by more than 3,000 organizations to make better hires in a fraction of the time. For more information about Spark Hire go to Spark Hire

This new capability provides hiring managers with the best, end-to-end solution for successfully tracking, interviewing, and on-boarding new hires.

One-Way Video Interview

Gain more insight on candidates in a fraction of the time by having candidates self-record video answers to your interview questions.

  • Create text or video based questions
  • Limit think time
  • Control the number of allotted takes
  • Restrict max answer length

Live Video Interview

Interview candidates in real time no matter where they are and record the interview so it can be referred back to at a later time.

  • Record full-length interviews
  • Brand your interviews
  • Conduct interviews directly in your web browser
  • Receive concierge support

 

HR Etiquette: How to Tell Candidates They Didn’t Get the Job.

HR Etiquette: How to Tell Candidates They Didn’t Get the Job.

searchAs an applicant, we’ve all been there – applying for a job, then waiting anxiously by the phone while compulsively checking email, hoping for a status update on where we stand in the hiring process. For applicants, sometimes the hardest part of the process isn’t hearing the bad news that they Didn’t Get the Job – it’s the waiting for communication that’s the most difficult.

So why do some HR professionals seemingly “wait” to communicate to applicants that they didn’t get the job?

Most of the time it has to do with lack of resources and time. To follow up with applicants each step of the way is very time consuming, so to add this step to the process can be overwhelming to some. However, communicating to applicants in each step of the hiring process whether or not they got the job is not only professional and considerate, it’s also best interest of your employer brand, making this a must-add step in your process. Your employer brand is just as important as your company brand, so setting a positive image is extremely important. Customers talk, so do applicants. You don’t want to run the risk of developing a negative reputation that could impact the number of applicants you receive in the future.

Get Personal.

While the standard “thank you for your time, etc.” mass, automated email is useful for large groups of unqualified applicants, consider utilizing a more personalized approach when informing your final candidates that they didn’t get the job. You don’t have to make a personal phone call to every single candidate you’ve interviewed, but if you’ve narrowed your options down to a few applicants, then you should take a few moments to personally thank them for their time. Serious candidates invest a good amount of time into your interview process, so thanking them for their time is both professional and considerate.

Be Quick To Communicate.

If you know an applicant has been disqualified, then reach out to them in a timely manner to let them know they will not be moving forward in the process. Do not wait until the job requisition is closed to inform all applicants of their status in the process, which unnecessarily keeps candidates in limbo for a long period of time. If email notifications become time consuming, considering utilizing an applicant tracking system that can automate emails quickly and easily.

Utilizing the right etiquette in your hiring process is a win-win for both company and applicant. If you need help streamlining your hiring process and improving organization and efficiency, considering utilizing an applicant tracking system. You can sign up for a live group demo.

ApplicantStack is a complete applicant tracking & onboarding system for HR professionals. Post jobs online, recruit via social media, communicate with applicants quicker and much more!

Free 15 Day Trial!

ApplicantStack is a complete applicant tracking & onboarding system for HR professionals. Post jobs online, recruit via social media, communicate with applicants quicker and much more!

Start a Free Trial!