How to filter candidate profile is the evaluation process to select the profile that best suits the requirements based on criteria such as level of education, experience, skills, expertise, and level of fit with corporate culture. Employers often follow the steps: define the filter criteria, sorting records, check the consistency of information, make a list of candidate standard to invite for an interview.
The recruitment specialist at headhunt only take on average 6 seconds to decide to keep or type a CV? With hundreds of resumes sent to each day, whether your business has a screening process fast enough, accurate enough to not miss talent? Let's SureHCS learn how to filter candidate profile and the screening criteria CV efficiency to optimal duration, recruitment, improving the quality of candidates.
1. Screening candidates profile, what is it?
Screening candidate profile (also called screening CV) is the first step in the recruitment process to assess preliminary candidate profile based on the criteria has been defined as the level of education, work experience, skills, expertise or level of fit with the position and the corporate culture.
In other words, this is the step that businesses use to pick out the profile potential best from the list original candidates before conducting the evaluation step deeper as interview or competency test. For example, if a business is hiring sales staff have the required minimum of 2 years experience in B2B sales, then the profile do not meet these conditions will be disqualified from step screening.
The implementation of the steps in the screening resumes of candidates not only is the procedure, which brings the actual values important for business:
- Save time cost:Statistics from CareerBuilder shows a process for recruitment teen step filter profile can effectively waste from 30-50% of the time due to exposure to many candidates do not fit. Screening CV from scratch to help shorten the process, focus on the group of potential candidates, from which the cost savings related to resource recruitment.
- Improve the quality of input: By establishing the criteria for screening candidates clear (as required skills, qualifications and professional level in accordance with industry), businesses can ensure that applicants are invited to interview has met the required majority, thereby increasing the ability to recruit the right people for the right work.
- Create the premise for a recruitment process fair, transparent: When done right principles of screening candidates effectively,namely using objective criteria, public, verifiable business will avoid the risk of bias, or omission of a candidate good at just because subjective impression initially.
- Increase the experience for candidates: When a business profile filter scientific and timely feedback, candidates will feel the recruitment process professional, from which enhance brand image recruited to create the connection positive, although the results.
In summary, profile filter candidates not simply removed, which is the process of selectively strategy, in order to optimize resources, recruitment, reduce errors in selection of personnel, increase the success rate in finding the right people for the right position.
2. Why business need to filter candidate profile thoroughly?
In the context of the labor market increasingly competitive and source candidates is increasingly diverse in quality, the filter profile candidates has become the critical stages in the recruitment process. If none of the steps in screening candidate profile is standardized, the business will have to take a lot of time to “distill” from the hundreds of resumes sent to, you may not have been suitable candidates.
One of the common issue is the status of “profiles” is sent to the series that don't have the learn about the position. In addition, many candidates may possess good experience, but lacks the important elements such as soft skills, responsibility or degree of fit with corporate culture. If not defined the criteria for screening candidates specific employers is very easy to fall into situations misjudged the potential or omission of talent.
How to filter candidate profile science effectively will ensure a team of the future really fit with the job requirements and the long-term development direction. To do that, businesses need to adhere to the principle of screening candidates effectively such as: not rated sensuality, standards-based, transparent, objective, applied filter technology from smart lock in screening CV.
3. The steps in screening candidate profile standard HR need to know
Screening resumes is the stage to help businesses pick out the most suitable candidates from the first round. However, if you do not have a process to filter a record candidates clearly, employers can take a lot of time but still miss talent, or select the wrong candidate does not meet the requirements.
For maximum efficiency, recruitment, business need to follow a screening process professional with 5 clear steps:
Step 1: Define the criteria for screening candidates
The defined criteria, screening resumes, help enterprises to quickly eliminate candidates who do not fit in and focus on those candidates most potential. The screening criteria candidates can be divided into two main groups:
Basic criteria minimum (eliminate candidates who do not achieve basic requirements)
- Criteria education & qualifications
- Criteria experience
- Professional skills required
Criteria priority (select potential candidates most)
- In-depth experience & outstanding achievement
- Soft skills & qualities personal
- Matching corporate culture
- Foreign language ability & technology
Step 2: preliminary screening – Filter records based on criteria minimum
Minimum criteria is often considered “criteria qualifying”because the candidates do not meet will be disqualified from the recruitment process. Only those candidates who achieve these criteria are considered for the step subsequent screening.
Example of how to filter CV candidates through the minimum criteria:
- License/certificate to practice mandatory (For example: CPA for accounting, certificate practice lawyer, practicing certificates, medical, etc.).
- Meet the legal requirements of working legally in the country (Visa, work permit).
- Education minimum (For example, college graduates for positions require a bachelor's degree).
- Have a minimum of X years of experience related.
Step 3: screening criteria based on priorities
After the removal of the profile do not meet minimum criteria, the next step is how to filter candidate profile in more depth based on the criteria priorities. These criteria are not mandatory, but it helps to identify potential candidates most likely to adapt quickly and effectively contribute more than those who reached only require basic.
- Practical experience: The project or achievement has been achieved.
- Professional skills & software: May predict the success in work.
- Fit with corporate cultureImportant : to ensure employees can mingle, long-term development.
After this step, the employer will shorten the candidate list about 10%-15% the total number of original records, to prepare for stage shortlist potential candidates the most.
Step 4: Shortlist potential candidates
Shortlist helps business focus on potential candidates, reduce the processing time profile does not fit. To make, employers need to rank candidates according to the score based on the minimum criteria and priorities. These criteria may include experience, skills, expertise, and certificates related or elements, peculiarities of vacancies.
Business should retain 10%-20% of applicants with the highest scores to ensure quality input for the interview. The shortlist effectively help increase the rate of successful recruitment, avoid wasting resources on those candidates who do not fit.
For examplea company is hiring hr with 100 application profile. After screening according to the minimum criteria, only 50 records meet the requirements. Next, the company applied the criterion of priority as 5+ years experience hr management certificate HRBP skills, good English and shortened to 15 records most potential.
Then, business scoring each candidate according to a 10 point scale based on the level to meet the important criteria. The results, 8 candidates with the highest score (from 8 points above) is put on the shortlist to invite for an interview.
Step 5: Check the reliability information
Today, no less candidates “painting” 's profile to increase your chances of winning team, from the opening of his experience, fake diplomas to the listed skills've ever used. In particular, with the placement high expertise such as finance, accounting, engineering or senior management, hiring the wrong candidate incompetent can cause serious damage to the business, from loss of reputation to financial losses.
So, check the reliability of information is the filter profile candidates can't ignore prior to hiring decisions. To verify candidate information, the business can apply a number of methods such as: contact company old or reference check, diplomas, certificates, collate information on LinkedIn, website, expertise, or request actual test, if necessary.
4. 6 Ways to filter candidate profile exactly save 50% of the time, screening CV
If the screening process manually takes lot of time, easy to errors and miss potential candidates, then the application of the method filter modern profile will help increase the speed of recruitment, optimum efficiency, improving the quality of input.
Here are 6 ways to filter candidate profile help enterprises shorten 50% of the time that still ensure high accuracy.
- Filter candidates by the ATS system integrated AI
- Screening candidate profile through the job description (JD)
- Screening according to the criteria of recruitment
- Screening candidates through video interviews & articles online test
- Screening profiles through the referral letter (Cover Letter)
- Screening interview, phone
4.1 profile Filter candidates by the ATS system integrated AI
In the era of digitization, the business has gradually leave how to filter candidate profile craft – take time to flaws and may miss talent. System ATS (Applicant Tracking System) integrated AI has become a powerful tool to help optimize the recruitment process, especially with those businesses get the number of records is large.
Management software, recruitment LV SureHCS Hiring use technology advanced AI to automatically dissection, analysis of the whole data from all formats CV – all languages, help businesses sift candidates faster, more accurate and more efficient. LV SureHCS Hiring't just stop at the filter profile, but also provide an ecosystem of smart recruitment:
- Dissection data from CV in any format, converted to electronic records in just a few seconds.
- Search series CV as requested by depth filters by keywords, not restricted by the structure standards.
- Stored results, filter the Candidate Pool (potential candidates) help recruit more rapidly in the future.
- Assistant AI supports extraction of Candidate Pool, provide the Prompt hint to the query quickly find suitable candidates instant.
According to a survey by Glassdoor, the recruitment market in the world and Vietnam are major fluctuations:
- 68,66% business complains that the candidate does not meet the requirements.
- 18,67% business struggled to find the right person though recruitment needs increase.
- The rate of recruitment through the training school only reach 1-2%shows large gap between training and practical business.
If businesses are still struggling between the CV does not fit, the recruitment process dragged or new employees leave during onboarding, the time has come you need a solution to recruit smart, more comprehensive.
LV SureHCS Hiring – System recruitment management technology integrated smart AI
- Technology LV AI Resume dissection of the entire data every format CV file – every language put into the software to create candidate profile electronically.
- Search series CV request takes only a few seconds by depth filters by keywords, 't need standards.
- Automatically transfer the record candidates at system recruitment management.
- Mining Candidate Pool through AI assistant depth to quickly find suitable candidates (support the Prompt to the query fast and right).
- Construction brand recruitment professional with your work information, service portal candidates separately.
CONTACT INFORMATION:
- Hotline: 0901 555 063
- Email: [email protected] | Website: https://www.surehcs.com/
- Office address: 23 Nguyen Thi Huynh, Ward 8, Phu Nhuan District, ho chi minh CITY.CITY
4.2 screening candidate profile through the job description (JD)
The fact is that many employers have trouble handling hundreds of records, but the number of candidate quality was very low. The cause is mainly located in the job description (JD) is not yet clear enough, tightly causing applicant rampant without self-assess the level of fit.
A JD is well built, not just help candidates to understand the location, but also became the first filter, helping businesses save time screening and improve the rate of successful recruitment.
- Construction JD has a clear structure.
- Emphasize the mandatory criteria (Must-have) & priority (Nice-to-have)
- Clarify scope of work, expectations of the business
- Provides information about the working environment & benefits
- Coordinate with parts and expertise to optimal JD
4.3 screening according to the criteria of recruitment
After comparing with JD, businesses need to define the criteria specific recruitment to screening more effective, including:
- Minimum criteria: Mandatory requirements such as education level, certifications, years of experience.
- Priority criterion: Experience, expertise, soft skills, outstanding achievement.
For example, when recruiting position Management Personnel, in addition to the minimum requirements as 5 years of experience and degree in hr, candidates with certification SHRM or worked in the technology industry will be preferred more.
4.4 screening candidates through video interviews & articles online test
Video interview – test online helps business reduce to 50% of the time recruiter. Instead take 7-10 days screening CV and interview schedule preliminary, now just need 2-3 days to complete the round reviews first. Some common methods:
- Video interview short: Requires candidates to answer questions via video to reviews skills communication skills, self-confidence.
- Test professional: Check the actual capacity as test Excel for accounting position test logic for IT.
How to filter candidate profile helps employers quick assessment of actual capacity, remove the candidate “does not fit” right from the start, from which shortens the process, but still quality assurance recruitment high.
4.5 screening profiles through the referral letter (Cover Letter)
In fact, there are candidates who owns the profile, but when working back not meet the requirements. That's why business need a Cover Letter – a tool that helps look deeper into the motivation, thinking, style of work of the candidate.
Through the letter, the employer can assess the level of serious writing skills, logical thinking and ability to persuade. For example, a candidate Marketing can leverage the Cover Letter to express their creativity, the ability to research the market, or how they solved a campaign failure.
4.6 screening interview, phone
Not always the CV also accurately reflect the actual capacity of the candidate. That's why how to filter candidates through phone interview to become a screening tool quickly before stepping into the ring selection more depth.
In just 5-10 minutes, businesses can evaluate the ability to communicate, level of serious and motivated recruitment of candidates. For example, with location, customer care, employers can check your voice, reflexes handle the situation over the phone. Also with the sales Staff, this is the fastest way to assess the confidence, skills of persuasion or the ability of thinking and flexibility of candidates.
5. The screening criteria applicants popular today
In order to select suitable candidates, businesses can't just rely on feelings or personal experience of the recruitment. Instead, the need to establish a system of clear criteria to ensure both objectively just a quick screening efficiency. Here are two groups of criteria for screening candidates is commonly applied in the recruitment process professional today.
5.1. Mandatory criteria (Hard Criteria)
This is the standard quantitative, easy to test for screening in the candidate profile. The clear definition of mandatory criteria right from the start is an important step in the step in screening candidate profile, eliminates soon, these records do not reach the basic requirement.
The mandatory criteria generally include:
- Of professional qualifications: candidates should have a degree appropriate to the field work. For example: recruitment for accounting position requires candidates to have a bachelor's degree in accounting and finance.
- Working experience: some positions require a minimum 2-3 years experience in same role or in the same industry. This is the only number that reflects the ability to meet the practical work of candidates.
- Professional certificate: With the position such as hr, audit, administrative, legal, business often requires certification as CHRM, ACCA, or certificate school – foreign language specific.
Benefits when applied hard criteria: screening based on these criteria help to save considerable time, especially when using filtering software CV has the ability to read, analyze the information from the lock automatically. Instead of having to open each record to read, craft, recruiters can set filters to only show the CV fully meet the standard.
5.2. Criteria flexible (Soft Criteria)
Different criteria mandatory criteria, and flexibility usually related to soft skills, attitude and level matching of candidates with corporate culture. Here are the factors difficult to assess through CV but a big influence work efficiency, the ability to stick long-term.
A number of criteria versatile typical:
- Communication skills, handle the situation: Especially important with the contact position customer or group work often.
- The fit with the company culture: A candidate's expertise, but didn't fit in with the working environment can cause conflicts or reduce the overall performance. For example: environment startup dynamic'll need candidates flexible, proactive, open-minded.
- Work attitude long-term commitment: employers can judge somewhat past work history (if change jobs too often), and how candidates present career objectives in resumes.
Actual value: The inclusion criteria flexibility in the screening process to help businesses reduce risk, “hiring the right professional, the wrong people”. This is also how to apply effective principles of screening candidates effective: not only choose the good, which must be consistent.
Reasonable combination between hard x and soft criteria help the recruitment process becomes science has more depth. Depending on the position, strategy, personnel of the business can adjust the proportion of each group of criteria to match. The application of the screening criteria candidates clear not only help recruiters save time but also increase the rate of the right people, right from the profile.
6. Principles of screening candidates effectively for business
Here are three principles of screening candidates effectively is the specialist recruitment recommendations applied to optimize the process and options is most suitable candidates with job requirements.
6.1. Not influenced by personal prejudice
One of the most common mistakes in the steps of screening candidate profile is to emotion or personal prejudice govern the decision of selection. For example, employers may unconsciously remove these records have images not sympathy, email address, not professional or applicants coming from school, not well known.
Why this is a problem to be avoided? The reviews sentiment this easy to make businesses miss the real potential. The personal opinion does not reflect the capacity and the match really work.
Solution hint: build the criteria for screening candidates standardized, just rate profile based on the factors specified in advance (experience, skills, qualifications, etc.). The application assessment checklist helps to reduce the bias to ensure screening process transparent and fair.
6.2. Apply the principle of exclusion instead of the selected “best”
Many employers tend to look for candidates, “the perfect” best cities most at the largest companies. However, practice shows that most suitable candidate with the position and the corporate culture is not necessarily the most prominent on the papers.
Properly understood exclusion principle: Instead of find the best candidates, businesses should exclude gradually the profile do not meet the core requirements. This method helps narrow quick list of candidates to focus on those that fit the most demanding jobs.
For example practices: the location business personnel, a candidate with good communication skills, worked in a similar environment, understand the target market will fit over a person with long experience, but no clear direction or hasn't done in the industry related.
6.3. Use technology to increase speed, increase accuracy
The development of technology recruitment, especially the automation solution like software, screening CV, AI analysis profile is becoming indispensable tool for the modern enterprise.
Business benefits received:
- Increased processing speed record: System can scan hundreds of CV in just a few minutes, to extract information according to prespecified criteria (qualifications, skills, experience...).
- Minimize errors: Avoid missed matching profile due to fatigue, overload or lack of focus when filter crafts.
- Optimize the recruitment process: the System stores the data of applicants, which allows businesses to use back in the recruitments after helping save time cost significantly.
Hint practical application: The organization can start using the integrated system, ATS (Applicant Tracking System) to manage filter profile candidates in a scientific way. With a limited budget, there are still many software scan your CV for free or have a trial version to help businesses assess the effect before long-term investment.
Compliance with the principles of screening candidates as effective as removal of sensuality, preferred fit, instead of the best, take advantage of modern technology will help businesses improve the quality of input in recruitment. In conjunction with the screening criteria, candidates clear and deploy the right step in screening candidate profile, the organization will create the recruitment process, professional, mitigate risk, and attract the personnel have the ability to stick long-term development.
7. Mistakes to avoid in the filtering process CV candidates
Screening is an important step to find out what factors most suitable, but if not done properly filter candidates profile, businesses can miss talent, or wasting time on candidates who do not fit. Below are the common mistakes to avoid:
- Relying too much on the keywords in CV: ATS system can help filter profile quick, but only if based on keywords, businesses can ignore the potential candidates are the way to express other but still meet the requirements.
- Not defined screening criteria: If there is no set of specific criteria on experience, skills or qualities are needed, business, disorientation, screening inconsistencies and omissions suitable candidates.
- Bias or reviews sensuality: Employers may be affected by your university name, form CV or personal factors, rather than focusing on the actual capacity of the candidate.
- Ignore the letter of introduction (Cover Letter): Some candidates may not have CV impressive but show a mindset, motivation, strong letters of recommendation. Ignoring this letter can lose the opportunity to recruit people really passionate about the work.
- Filter CV too fast, reckless: Some employers only spend a few seconds to review your CV, which led to miss those candidates who have good experience but the present has not attracted.
- Not updated screening criteria according to the actual: Requires recruitment needs change over time, the actual needs of the business. If not update business can be screened according to the criteria outdated, inconsistent with the labor market is at.
Done right how to filter candidate profile can shorten the time of recruitment, reduce risk hiring the wrong people, save cost and improve the working performance of the organization. In the context of labor market competition, the application of screening methods, modern combination between technology, will help optimized business process, recruiting, attracting, retaining the talent best suited.
CONTACT INFORMATION:
- Solutions talent management & Human resources comprehensive LV SureHCS
- Hotline: 0901 555 063 | (+84.28) 3842 3333
- Email: [email protected] – Website: https://www.surehcs.com/
- Headquarters: 23 Nguyen Thi Huynh, P. 8, Q. Phu Nhuan, ho chi minh CITY. Ho Chi Minh
Related questions
Screening of applicants is what?
Screening of applicants is the process of assessment, classification, choose the profile best suited to the job requirements from large number of applications. The goal of screening is to eliminate candidates who do not meet the criteria and shorten the list of people eligible to move on to the interview, to help optimize time and cost of recruitment.
The criteria in screening applicants, what to include?
The criteria common in screening candidates, including:
- Education level: In accordance with professional requirements.
- Work experience: Related to the position.
- Professional skills: Meet technical skills/software required.
- Relevance culture: Can mingle with the working environment.
- Achievement certificates: Prioritize the factors that stand out.
Information consistency: There is no difference between CV and practice.
The steps in screening candidate profile
Screening process candidate profile usually consists of 5 steps:
- Determine evaluation criteria: Based on job description.
- Reception classification profile: Split the group according to the degree of fit.
- Preliminary assessment: Check information, education, experience, skills.
- Compare selected: Select the candidates that best meet the requirements.
- Establishment shortlist: Forward for the ring next review.
