Job application screening is the process of reviewing CVs/resumes against vacancies in order to determine job matching candidates. For many, it is considered to be the most time-consuming part of a recruiters role with the average hiring decision-taking around 23 hours in screening time.
There are many ways in which hiring teams and recruiters can approach their screening strategy. Screening techniques will differ depending on the individual nature of the role and the volume of applicants to review.
To find the best match for the job profile, organisations (particularly for experienced hires) will focus on reviewing these key areas within the candidate’s job application:
Skillset: Reviewing the candidate skillset involves assessing skills and qualifications that match those of the job description.
Experience: Does the candidate meet the requirements of the job? Recruiters will review previous positions, job titles, length of experience and key role responsibilities.
Education: Employers screen applicants for relevant educational certificates, subjects, courses and potential names of the university in which they attended.
Achievements: Within the candidate’s previous positions what targets did they meet?
Take a look at these job application screening examples:
Manual review screening
Building a screening structure is essential for recruitment and particularly low volume applicant intake. For a manual review, devise a set of screening requirements candidates must meet in order to progress to the later interview stage. Help protect against bias and create the screening criteria before reading job applications. Standardise screening and consider only role-related factors as key components to advance to the next stage.
Job application screening automation
Things are a little different for recruitment and hiring teams who experience a high volume of applicant interest. It is much more difficult to guarantee a consistent process through a manual review.
Therefore, to screen job applications many employers enlist automation to help. Automated screening tools offer a comprehensive application review, considering every application fast and fairly.
It works by: Analysing a CV/resume for key data points and matching them against an open job vacancy. Which can include corresponding skills and experience taken from the job description.
Why employers utilise the technology: Screening automation filters and matches job applications within seconds. In doing so, automation tools help ease the heavy lifting of manual applicant review for a much faster and more consistent initial screen. Tools like FiiLTER automatically process job applications against vacancies and suggest matching candidates for recruiters to review. This method ensures the hiring decision always remain human.
Screening for specific role requirements
Keyword analysis forms the screening basis for experienced job applications. It focuses on assessing skill set and work history as determining job factors. Recruiters can then make comparisons between the CV/resume and job vacancy to assess candidate fit.
However, this is not the case for job roles with different entry requirements…
Screening for competency
To evaluate competency, screening techniques differ. Competency-based job applications involve scenarios and examples, which mean the screening process must detect and analyse different behaviours and values. Screening automation automatically processes language and contextual based data within job application responses. This is found in many entry-level recruitment campaigns as well as campus/graduate recruitment – where applicant interest is high.
To screen job applications, different methods will depend on recruitment needs. Competency-based job applications require screening techniques to analyse examples and scenarios. Whereas experienced roles require more focus on specific skills and evident work history.