Candidate Screening in the Recruitment Process.
As a recruitment consultant, I’ve had many experiences and learned several important lessons. Let’s explore these lessons together!

Even though technology and automation have made significant progress in recent years, let’s not forget that candidate screening remains a crucial part of any recruitment process. It’s the first personal contact with the candidate, where we validate our mutual interest, confirm qualifications, verify CV information, availability, and salary expectations. (Yes, I recommend bringing up salary expectations right from the first interaction. No one has time to waste, including recruiters, employers, and candidates. After three interview stages and two evaluations, no one wants to realize that the candidate’s salary expectations don’t match the company’s pay scale.)

Improving the ratio between interviews and job offers is another benefit of effective screening. Based on my experience, when we perform good screening, we have a better chance of hiring the right candidates, which saves time and effort in the long run.

Screening is also the perfect opportunity to present (or, as I like to say, sell) the role and reduce any biases that a recruiter or manager might have when the only reference is the CV. A colleague once told me:

Screening allows us to see the candidate in a broader context and focus on what truly matters: their skills and motivations.

Now that we’ve quickly summarized the benefits of screening, let’s move on to some recommendations for conducting an efficient candidate screening:

1. Set up a calibration meeting between the Recruiter and Hiring Manager.
   I always insist on this step: “Communication is key! Clear alignment of expectations from the start ensures an efficient and smooth process.”
2. Preparation is essential: Know the hiring criteria and conditions. As the famous saying goes, “Failing to prepare is preparing to fail.”
3. Structure the process:
   Introduction, role presentation, company overview, validating interest, experience, key skills, motivations, salary expectations (or if possible, the salary range), Q&A session. A structured process equals an efficient process.
4. Technology can be useful but shouldn’t replace human interaction:
   There are tools that automate the screening process. Personally, I believe technology is useful, but it cannot replace human interaction. Great candidates (the ones you want to hire) highly value this interaction and experience.
5. Results of efficient screening are clear:
   Successful recruitments, time savings in the long run, a positive impact on the candidate experience, and a balance between technology and human interaction.

I want to leave you with a challenge: think about how you approach candidate screening and how you could improve this process. A “secret” I’ve learned over time is to treat every interaction with candidates as an opportunity to learn and build relationships.

This has helped me not only improve recruitment results but also provide a positive experience for candidates.

Finally, I’ll leave you with a guide for candidate screening.
Make the most of this first conversation with the candidate.

1. Introduction and setting a friendly atmosphere

• Greet the candidate and introduce yourself. Tell them how you got their number or CV.
• Thank the candidate for their time and confirm their availability for a phone discussion.
• Ensure the environment is comfortable for a constructive conversation (e.g., if they’re driving or at the supermarket, they won’t be able to focus properly).

2. Role and company presentation

• Briefly present the role you’ve contacted them about.
• Give a general description of the company and the reason for hiring.
• Mention benefits and development opportunities the company offers.

3. Validating the candidate’s interest

• Ask the candidate what attracted them to apply for this role, why they’re interested, or simply if they’re interested, based on what you’ve presented so far.
• Check if they know about the company and the role.
• Ask what they expect from the role and the company.

4. Validating experience, Key Skills, and CV information

• Confirm the accuracy of the information in their CV: education, language skills, email address.
• Discuss their work experience, including job durations, previous roles, and responsibilities.
• Talk about key technical and personal skills required for the role.

5. Exploring the candidate’s motivations

• Ask what motivates them to make a change.
• Find out what they want from their next role and employer.
• Identify their long-term goals and values.

6. Discussing Salary Expectations or Salary Level

• Find out the candidate’s salary expectations.
• If possible, mention the salary range offered by the company for the role.
• Discuss the benefits and bonuses offered by the company.

7. Q&A session

• Give the candidate the opportunity to ask questions or clarify anything about the role, the company, or the recruitment process.
• Answer the candidate’s questions honestly and transparently.
• Mention the next steps in the recruitment process and when they can expect feedback.

8. Closing the call

• Thank the candidate for their time.
• Reiterate the next steps and the estimated timeline for a decision.
• Make sure the candidate has all the necessary contact information for any further questions.
• Close the conversation on a friendly and professional note.

I hope this is helpful.
Good luck, and happy recruiting!