Candidate screening is fundamentally the core of any recruitment process. As such, it’s important to ensure that your screening is comprehensive enough to identify the most talented applicants within the shortest time possible.
With the right candidate screening techniques, you can hire the best talent and close any skill gaps, ensuring your company has the talent it needs to achieve its goals. In this article, we will explore 7 candidate evaluation techniques and explain how you can implement each one.
But, before we get into it…
What is candidate screening?
Candidate screening encompasses all hiring processes that evaluate a job candidate’s skills, competencies, and experience. The results of this screening show how fit a candidate is for a particular role at a company.
Screening is the second stage of hiring, after sourcing candidates, which aims to narrow the applicant pool to identify the most suitable candidates for the role. This process can involve using tests, questions in the application, or even interviews to assess how qualified the candidates are for the job.
The candidate screening process is crucial, as hiring the wrong person can lead to skills gaps, misaligned roles, and diminished company performance. With 75% of employers companies admitting to making this mistake, it’s essential to implement a comprehensive evaluation process to avoid similar pitfalls.
The good news is that there are multiple candidate screening techniques you can apply to find the perfect fit for your company, including skills testing, resume screening, and trial projects. You can combine these methods to build your evaluation process and ensure you hire right each time.
Skills testing
Put simply, skills testing is a candidate evaluation technique where companies measure the candidates’ skills using pre-designed assessments. These tests can be designed in text, audio, multiple-choice, or a combination of any of these formats to assess applicants for the skills vital to the position thoroughly.
Comprehensive skills testing and talent assessment provide an effective way to identify candidates with the skills your company needs and evaluate them for culture fit and culture add. This candidate screening technique is also extremely versatile and can be applied to your recruitment in many ways. For example, although nearly 70% of recruiters apply skills testing at the top of their hiring funnel, you can use it at the middle or end of the process, depending on your goals.
Types of skills tests
Skills tests are a powerful tool for gauging different capabilities required for a role, including soft skills and technical skills. These tests differ from one another in the way questions are structured and the type of skills they evaluate. Let’s go over the different types of skills tests and what differentiates them from the rest:
- Technical skills tests: These evaluate the candidate’s proficiency in role-specific skills, which require more technical knowledge of various concepts. Technical skills tests check for capabilities like proficiency in programming languages for software developers and copywriting skills for marketing professionals.
- Cognitive skills tests: As the name implies, cognitive ability tests are designed to measure candidates’ reasoning skills, memory, and critical thinking. These tests check how well the applicants can process information, learn new concepts, and adapt to different situations, all of which are vital for excellent job performance.
- Soft skills tests: These assessments evaluate interpersonal skills like communication and collaboration as well as leadership and situational judgment skills. They also include tests for personality and culture add or fit to see if the candidate has the traits your company seeks.
How to run a skill test
Knowing what a skills test entails is one thing, but understanding how to do it right ensures you get the best results from your hiring each time. Here are the steps to effectively run a skills test:
1. Identify the skills you want to test for
Start by defining the goal of your assessment process. This could either be to close skill gaps within your company or to fill specific roles. In alignment with this, you can then spot the skills your company or the role requires. This serves as the foundation for building your skill assessment.
Then, for each identified skill, work with stakeholders and high performers to define what “good” looks like in practice for the role. This creates clear benchmarks for assessment and helps ensure you’re evaluating candidates against realistic standards for success in the role.
2. Select an excellent testing platform
When choosing your assessment tool, be sure to look out for extensive features and pricing options that align with your budget. The ideal testing platform should also provide an assessment library with a variety of tests to evaluate the soft and technical skills required for various roles.
3. Set up your assessment
Now, you can decide the types of tests you want to use and how you plan to combine them to assess each candidate’s fit for the job. For example, if you’re hiring a Social Media Manager, you can apply technical assessments that assess their ability to use content management platforms like scheduling tools. To make the assessment even more comprehensive, you can combine these with collaboration and content writing skills tests.
4. Perform a test run and administer the assessment
Before deploying the test to candidates, run it with team members to identify any ambiguities or technical glitches. Once it’s tested, you can administer it to your candidates. However, be sure to provide clear instructions on how the assessment will be scored, the time limits, and the purpose of the test.
Pros & cons of skills testing
Pros
- Allows for objective skills evaluation
- It helps identify top candidates faster
- Provides a bias-free way to assess skills
- Offers a uniform method to screen candidates with the same metrics
Cons
- Skills tests can be high-pressure, but they spotlight skills that don’t show on resumes alone
- Standardized tests can feel rigid; however, customizable assessments leave room for diversity
Resume screening
Resume screening is the process of evaluating applicants’ resumes, either manually or with the help of screening software, to identify candidates who align with a role’s requirements. By reviewing details like education, work experience, skills, and certifications, you can easily pinpoint candidates for further consideration.
Often the first step in hiring, resume screening helps you identify top talent while getting insights into how well candidates can present themselves. However, it isn’t completely reliable, as over 62% of job applicants admit to falsifying information on their resumes. To improve its effectiveness, consider using an applicant tracking system (ATS) alongside other screening methods, such as skills testing, to ensure a more accurate evaluation.
How to run a resume review
Adding resume reviews to your screening strategy can help you identify qualified candidates and ensure they align with your job requirements. In this section, we will explore how to assess resumes to spot top talent and avoid common pitfalls:
1. Define the role requirements
Determine the level of proficiency, experience, or qualifications the open role requires. Then, based on your results, create a screening checklist containing standardized categories like education, work experience, and certifications.
2. Sort the resumes
Now, separate the resumes that meet your basic criteria from the ones that don’t. If the resumes were submitted virtually, you can use an Applicant Tracking System to complete this sorting process.
3. Review the resume
During the review stage, look out for past roles and responsibilities that align with the one you’re hiring for. Also, look out for potential red flags such as unexplained employment gaps or generic descriptions. Then, score the candidates based on your review and shortlist those who meet your standards.
Pros & cons of resume screening
Pros
- It focuses on recorded qualifications and experience
- It’s great for initial candidate filtering
Cons
- Leaves room for bias and human errors
- Not a reliable standalone method of verifying skills
- Not suitable for high-volume hiring
Virtual interview
Virtual interviewing is a modern screening method where interviews are conducted online, often via video conferencing tools like Zoom or Google Meet. Recruiters can also implement video screenings where you ask a question via the job post or a screening platform, and candidates record a video of themselves answering it. This serves as a mini-interview, which you can review afterwards.
These interviews allow you to connect with candidates from anywhere in the world, making the process more flexible and accessible for both parties. This approach is particularly useful for remote or hybrid roles, as well as for saving time and resources in the early stages of hiring. For example, instead of coordinating in-person meetings, you can schedule quick video calls to assess a candidate’s communication skills, cultural fit, and qualifications.
How to run a virtual interview
Running a great virtual interview is about creating a seamless and professional experience for both you and the candidate, regardless of location. Here’s how to do it successfully:
1. Choose the interview format and platform
Start by selecting the type of virtual interview you want, which could be a live interview or pre-recorded videos. Once that’s set, select a reliable video conferencing tool like Zoom, which supports screen sharing and recording.
2. Prepare the interview questions and schedule the interview
Structure the interview with a mix of open-ended, role-specific, and behavioral questions. You can also use questions based on their resume to verify their experience in similar roles. Then, you can schedule the interview for a time convenient for you and the candidate and send an invite.
3. Start with introductions, then proceed to questions
During the interview, begin by giving the candidate an overview of the company. Then, introduce yourself and your role. Provide room for the candidates to introduce themselves too, before the interview questions.
4. Allow candidates to ask questions
After the candidate provides answers to your questions, you should create room for them to ask their questions as well.
If you’re using the video-answer format for your virtual interview, be sure to prepare the questions beforehand and provide enough guidance on how candidates should answer them. Also, ensure that your questions are clear and straightforward. Then, set a time frame for candidates to give their responses so you can review and shortlist them on time.
Pros & cons of virtual interviews
Pros
- It is convenient for both candidates and recruiters
- It lets you reach candidates from almost any location
- It is cost-effective
Cons
- There are chances for technical issues
- It can be challenging to interpret non-verbal cues
Job simulations
Job simulations are realistic assessments designed to evaluate a candidate’s skills and behaviors in scenarios that mirror actual on-the-job tasks. By immersing candidates in workplace-relevant tasks, you can gain insights into their problem-solving, decision-making, and interpersonal skills.
These simulations often involve role-playing, situational judgment tests, or hands-on activities, allowing candidates to demonstrate their competencies in a practical context. As a result, you identify the best fit for a position and give the candidates a clearer understanding of job expectations.
How to run a job simulation
The efficiency of your job simulations largely depends on how well you develop and administer them to candidates. Below is a quick guide on how to create and run them effectively:
1. Define your objectives and select a simulation format
First, determine what you want to assess, such as problem-solving abilities, technical skills, or interpersonal communication. Then, select the job simulation format that would work best for achieving your goal. You can either use a testing platform with job simulation capabilities like Vervoe or apply hands-on activities to assess candidate skills.
2. Develop scenarios
Create realistic scenarios that reflect the daily responsibilities of the job. These scenarios should challenge candidates appropriately and align with the skills you’ve identified. Once that’s ready, gather all necessary materials, including instructions and resources candidates will need to complete the simulation. This could include organizational charts or background information relevant to the tasks.
3. Administer the simulation after clearly stating your expectations
Before the job simulation, outline the skills you will assess and how they will be evaluated. Be sure to provide any necessary instructions regarding time commitments as well. After this, you can administer the job simulation to your candidates.
4. Evaluate results and provide feedback
After completing the simulations, assess candidates based on your predefined criteria. You can use a scoring structure to ensure consistency in your evaluations. Once that’s done, be sure to let the candidates know how they performed as soon as the results are in, and you’ve made your decision.
Pros & cons of job simulations
Pros
- Allows candidates to demonstrate their skills in realistic scenarios
- Provides measurable data on candidate performance
- Candidates get a clearer picture of job requirements
- Encourages employee retention
Cons
- Developing simulations can require significant time, but it allows for accurate prediction of job performance
- Complex simulations may deter candidates, but using the right platforms can help ensure concise yet comprehensive assessments.
Cover letters
Cover letters are a traditional yet effective candidate evaluation technique that provides insight into a candidate’s communication skills, professionalism, and enthusiasm for the role. Unlike resumes, which focus on qualifications, cover letters reveal a candidate’s personality, motivations, and how they align with the company’s values.
They also demonstrate the ability to tailor content to a specific audience, showcasing attention to detail and genuine interest. However, their effectiveness depends on the quality of the content provided by candidates, making them more subjective.
What to look out for in a cover letter
Cover letters can say a lot about the candidates, from their personality to their work ethic as well. However, to effectively review them, you’d need to look out for some indicators. Here are some things to look out for in a cover letter:
1. An understanding of the role: The cover letter should be customized for the specific job and your company. This demonstrates that the candidate did their research and understands the role. So, keep an eye out for generic letters, which are a red flag.
2. Clear Structure: A good cover letter should have a logical flow. This typically includes an introduction, an explanation of relevant skills, and a closing statement expressing enthusiasm and the next steps.
3. Relevance to the role: In their cover letters, candidates should highlight experiences and skills that directly align with the job description. Be sure to look for examples that illustrate their qualifications and ability to solve problems common to the role.
4. Enthusiasm and personality: The tone should be professional but enthusiastic, reflecting genuine interest in the role and the company. A lack of energy can signal a lack of commitment.
Pros & cons of cover letters
Pros:
- Enables recruiters to spot motivated candidates easily
- Gives excellent insights into candidates’ personality
- Fills in the gaps in a resume and provides context
Cons
- It can be time-consuming to review
- It can be subjective
Background checks
Background checks are designed to confirm a candidate’s identity, qualifications, and history. They involve verifying information about a candidate’s education, employment records, criminal history, credit reports, and sometimes even social media activity, depending on the role’s requirements.
You can think of it as fact-checking the details provided on a candidate’s resume and during interviews to ensure they’re accurate and reliable. For instance, verifying a degree ensures the candidate has the academic qualifications for the role, while a criminal records check helps maintain safety and compliance standards. By uncovering any discrepancies, these background checks can help you make informed and confident hiring decisions.
How to run a background check
Background checks are your safety net for hiring decisions, as they help you uncover crucial details that might not appear on a resume. Here, we will cover the essentials of conducting thorough checks to protect your company and hire right:
1. Understand legal requirements
Before starting, familiarize yourself with privacy laws, such as the Fair Credit Reporting Act (FCRA). Also, be sure to obtain written consent from the candidate to proceed, as most jurisdictions require this to protect privacy rights.
2. Define the scope of the background check
Identify what specific checks you need based on the role and which ones are more important than others. For example, you can prioritize criminal records over education verification. This lets you define dealbreakers in your screening process, enabling you to focus on those that meet all your requirements.
3. Collect and verify the necessary information from the candidate
Now, you can gather key details like the candidate’s full name, date of birth, Social Security number, and previous addresses. Then, confirm the candidate’s identity using the provided information to ensure you are conducting the check on the right person.
4. Run the background check
This process may include searches across databases using people search tools to verify relevant information like employment history. It can also involve reaching out to prior employers to confirm the candidate’s claims.
5. Review the results
Finally, analyze the report for any discrepancies or red flags, such as gaps in employment, unverified degrees, or a criminal history. Consider the relevance of any issues to the role. Once you’re done, be sure to follow up with candidates and let them know the results of the background check.
Pros & cons of background checks
Pros:
- Verifies the accuracy of resumes and applications
- Helps protect company reputation
- Identifies potential red flags, like fraudulent credentials
Cons:
- Background checks can take time
- Background check tools aren’t always accurate
Trial Projects
Trial projects are short, practical assignments administered to candidates during the hiring process to evaluate their skills, problem-solving abilities, and approach to real-world tasks. Unlike traditional interviews, which often focus on theoretical knowledge or past experiences, trial projects let candidates demonstrate how they’d perform in the actual role.
For example, if you’re hiring a graphic designer, you can ask candidates to create a sample design based on a brief. These projects are ideally tailored to mimic on-the-job tasks, providing insights into a candidate’s expertise, creativity, and ability to meet deadlines.
What to look out for when conducting trial projects
Trial projects require attention to detail and a keen eye for various indicators to determine whether the candidate has all the skills they claim. Here are some things you should look out for when using this screening method:
1. Quality of work: The candidate’s work should align with the project’s objectives and your instructions. It should also be thorough and accurate, showing attention to detail in the deliverables.
2. Problem-Solving Approach: Look beyond the final result and prioritize assessing how the candidate approached the task. Measure how well they used innovative solutions and creative techniques to tackle issues.
3. Time Management: Review whether the project was completed within the allotted timeframe without compromising quality. This indicates how well they can handle deadlines and still drive excellent work.
Pros & cons of trial projects
Pros:
- Offers candidates hands-on experience of the role’s responsibilities
- Allows for more objective skills evaluation
- Perfect for measuring time-management skills
Cons:
- It can be time-consuming for candidates
- Risk of turning candidates away due to unpaid work
How to choose a candidate screening method for effective hiring
Selecting the right candidate screening method is important for building an effective team and avoiding costly hiring mistakes. With so many options available, you must identify the ones that align with your company’s goals and know how to implement them for the best results. Here are some key measures to consider:
1. Define your hiring goals
The candidate screening method you choose depends on what you want to achieve in your hiring process. For example, if you want a more comprehensive yet flexible candidate assessment, online skills testing would be the perfect fit. Or, if you want to grade candidates based on how well they can adapt to your company’s environment, then a trial project or job simulation would suffice.
Defining your hiring goals beforehand gives your entire candidate screening process a direction. This prevents you from under-evaluating candidate skills and ensures you hire someone that meets your standards.
2. Outline the skills the open role needs
Once you have your hiring goals set, determine and outline the skills the open role needs as a guide for your evaluation process. To do this effectively, after outlining these skills, you can group them into different skill types like soft, technical, and cognitive skills. This lets you select the types of screening that’d better measure these capabilities.
If you’re keen on technical skills, for example, skills testing can help you assess them and gauge the candidate’s proficiency level. This lets you know whether they’re a beginner, intermediate, or expert. Another instance is trial projects, which help you evaluate both soft skills like time management and more technical skills like software knowledge.
3. Choose a primary screening method
At this stage, you can proceed to select a primary skill evaluation method based on your recruitment goals. For example, if your recruitment prioritizes technical skills the most, you can select skills testing as a primary screening method.
While choosing your primary screening method, it’s important to note that you can have more than one, especially if your hiring process prioritizes multiple objectives. This ensures a more comprehensive hiring process with multiple checkpoints for candidate authenticity and expertise.
4. Use auxiliary screenings for better results
Your primary screening method alone functions to evaluate the core skills relevant to the role and to help you achieve your most prioritized hiring goal. However, you’d need extra assessment techniques to make the process more comprehensive and reduce the risk of hiring errors.
As such, in addition to your primary screening method, you can use an auxiliary technique to make your candidate evaluation process more foolproof. For example, if you apply interviews as your primary screening method, you can add skills assessments, resume screening, and reference checks. This gives your evaluation a more holistic approach and reduces the risk of hiring bias.
Why Vervoe is your best choice for candidate screening
Pre-employment skills testing is not a new concept for recruiters, and its popularity is well-deserved. It remains one of the most reliable methods for assessing a candidate’s suitability for a specific role. However, its effectiveness depends on using the right testing platform and implementing it correctly.
Fortunately, Vervoe is one of the best pre-employment testing platforms on the market, so it’s an excellent place to start. It combines the effectiveness of skills testing and job simulations, offering a comprehensive candidate evaluation process. Vervoe also lets you brand and customize assessments to your taste, ensuring your company’s identity shines through. Ready to see it in action? Register for a free demo today!