Knowledge of and ability to pre-select suitable candidates for first and further interviews within the organization.
Lists common candidate screening methods (e.g. resume review and telephone screening).
Describes practical and strategic functions of candidate screening.
Cites organizational usage of candidate screening, detailing its processes, policies and stakeholders.
Gathers information on how to improve the accuracy and efficiency of candidate screening.
Reviews candidates' resumes and cover letters from both professional and personal aspects.
Screens candidates to obtain detailed information on knowledge, skills, motivation, etc.
Follows HR policies and standards during the candidate screening process.
Exchanges candidate and job information with hiring managers.
Files and maintains paper and electronic records of candidate information.
Screens candidates for senior positions within the organization.
Coaches others on candidate screening techniques and methods.
Monitors compliance with HR policies and standards during the candidate screening process.
Initiates the business relationship between candidate screeners and hiring managers.
Oversees the candidate information system in accordance with daily operational needs.
Evaluates best practices of candidate screening within the industry to learn their rationale and practices.
Establishes best practices for the candidate screening process within the industry.
Champions the adoption of new technologies for candidate screening within the organization.
Revises existing HR policies and standards for more suitable candidate screening.
Leads in the design of accurate and efficient processes for candidate screening.
Predicts the strategic functions and trends of candidate screening.
Promotes new candidate screening methods within the organization.
- Describe common candidate screening methods (e.g. resume review and telephone screening), including their benefits and drawbacks.
- How did you review candidates' resumes from both a professional and personal perspective?
- What kinds of questions did you ask candidates through telephone screening?
- What are common problems in existing HR policies for candidate screening?
- How did you increase the accuracy of candidate screening for a senior position?