Perfman HR: Other Screening Methods

Perfman HR: Other Screening Methods

Perfman HR: Other Screening Methods

How a company prescreens depends largely onthe nature of the job to be filled. Some largercompanies eliminate candidates who don't meetrequirements for the job by asking applicants tocomplete an application that covers basic information,for example, college degrees, visas, or awillingness to relocate. They purposely ask only afew questions and keep them brief to avoid drivingaway qualified candidates.Many retailers and organizations in the US thatdepend heavily on hourly workers have begunto prescreen using in-store automated systems.Automated-systems kiosks at stores such as BestBuy, Circuit City, and CVS give employers accessto a large pool of applicants, help to quicklyeliminate those who aren't suitable (for instance,applicants who are not willing to work nightsand weekends), and even ask ethical questions(such as what individuals would do if they hadobserved a coworker stealing). This type ofscreening system allows a hiring manager toreceive the job application within minutes, andthe system even suggests interview questionstargeted to that candidate. Some electronic screening tools store candidates' answers ina database, scoring and ranking them andcomparing them against job requirements, thengenerating a short list of candidates, as well as acustomized list of questions to ask each one.Knowledge tests are another accepted methodof prescreening. Many consulting firms, forinstance, ask prospective employees to completea short sample project. Magazine companiesask candidates to provide a list of ideas and tocritique aspects of the magazine. Backgroundchecks or physical tests can also be used to prescreenapplicants.If you want to develop a preliminary assessmentdevice of your own, based on the skills thatwill be needed on the job, think about instancesin which a lack of a specifi c skill doomed previousemployees to failureand then fi gure outhow you can test or assess whether a candidatepossesses that skill without meeting him.

WHAT'S IN A JOB APPLICATION?

The application is one of the besttools to screen job applicants. Ifyour company doesn't already havea standard job application, it's easyto create one. There are a number ofsites online, such as FindLegalForms.com, where you can download templates and customize themfor your own needs. Here is some ofthe information typically requested inapplications:

Candidate's name and contactinformation, including address,phone number, and e-mail address

Education

Work experience, including salarylevels and training

Awards or honors received

Special skills in languages orsoftware

Current employer contactinformation

Position for which they are applying

Desired salary

Availability, i.e., when the applicantis ready to start

Names and contact information forprofessional and personal references

Sonal Aurora is director and co- founder ofPerfman HR.

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