CazVid Blog Curriculum Screening Tips

Curriculum screening: strategies to avoid bad decisions

Undoubtedly, finding the ideal applicant for each employment post is a struggle for many hiring managers. Hiring is a laborious and time-consuming procedure, especially when there are many applicants. This makes effective curricular screening one of the key tactics for achieving the goals of the selection process.

The purpose of reviewing resumes of job candidates is to identify individuals who meet the minimal standards stipulated for the post. Normally arduous and prone to human error, this task has improved in accuracy and efficiency as a result of new technologies.

In the initial stage of the selection process, time and money are saved through the use of databases, applied systems, artificial intelligence, and selection software. However, even with these solutions that merely automate procedures, human resources professionals still struggle with how to conduct a curriculum screening that leads to wise choices. In this section, we'll describe how to answer this question.

What is the curriculum screen?

In order to choose the candidates who are most qualified for the job vacancy, the CVs of applicants who have applied for a job offer are reviewed and filtered throughout the curricular screening process.

The goal of the CV screening process is to weed out applicants who don't satisfy the minimum standards set by the recruiter, such as education, work history, skills, or competencies. By doing this, it is possible to interview fewer candidates while making the best use of the time and personnel at hand.

HR screening categories

Here, we provide a summary of the primary categories of screening applied in personnel selection:

  • Digital curricular screening: This process involves using a software program for personnel selection to automatically filter curricula based on the standards set by the recruiter. This kind of screening helps the management of the candidate database and saves time and resources. Cons: It lacks subjective evaluation criteria and is impersonal.
  • Manual curricular screening is carried out in a humane manner by carefully examining each resume and cover letter. This kind of screening enables analyzing more subjective qualities, such as the candidates' writing, style, or inventiveness. Cons: The procedure is drawn out and lacks objective evaluation standards.
  • Phone: The shortlisted candidates are called on the phone to do the interview. With this kind of screening, you can confirm certain information from the résumé, check the candidates' language proficiency, or learn their expected salaries. Cons: It takes a long time and does not adhere to all evaluation standards.
  • Face-to-face screening involves either an individual interview with the top candidates or a group discussion. This kind of screening enables candidates' capabilities, abilities, and corporate values to be evaluated. Cons: The procedure is frequently drawn out and pricey.

It is crucial to keep in mind that the curriculum screening is the first step of the hiring process because it selects the candidates who will move on to the next ones. To ensure that the requirements of the post are met and that candidates are interested in the organization, it is crucial to get updated CVs that are thorough and tailored to each offer.

You might be interested in reading about the new method of hiring employees.

Its significance in the hiring process

HR teams can save time and steer clear of poor hiring choices by employing efficient screening. The effort is significantly decreased and the process of finding the best personnel for each organization is optimized by eliminating applicants who do not match the minimal standards.

It is the phase of the curriculum screening process where candidates who meet the minimal qualifications for the position are chosen. As a result, fewer candidates advance to the next stages where they would be more suitable for the employer's requirements. Faced with the potential and challenges of the modern labor market, which is distinguished by intense rivalry, diversity, and innovation, this stage is crucial.

The ideal candidates for a company's employees are those who not only possess the essential skills and abilities but also the requisite drive, attitude, and flexibility. This is made possible by conducting an effective curriculum screening. These applicants have the potential to offer value to the business, aid in its expansion and development, and foster a productive work environment. In order to enhance the personnel recruiting process and assess candidate resumes, it is crucial to have proper selection processes.

10 Benefits of curricular screening in personnel selection

  1. Streamline selection processes by reducing the number of candidates that go on to the next phases.
  2. Making a good curriculum screen saves time and resources for the human resources department, which can focus on evaluating the most suitable candidates for the vacancy.
  3. By incorporating objective and pertinent criteria into the job offer, it permits choosing the finest candidates. You can, for instance, sort resumes based on educational background, professional experience, language abilities, etc.
  4. Save your time by avoiding candidates that do not suit the desired profile or who do not fulfill the minimum requirements.
  5. By making the best use of the tools and methods available for employing staff, the human resources department's costs can be decreased.
  6. By determining the criteria and conditions deemed most suitable, it adjusts to the unique needs of each firm and job.
  7. Candidates that reside in the same city or region as the organization should be given preference.
  8. Candidates with certifications or other forms of professional recognition are highly valued.
  9. By providing a transparent, equitable, and effective selection procedure, a curriculum screen can enhance the brand and reputation of the business.
  10. It makes it possible to draw in more qualified candidates who want to work for an organization that takes itself seriously.

Written resume problems to screen

The written CV is a component of the selection process for candidates because it is accepted everywhere in the globe and is unquestionably the most popular. However, are you aware of the issues this format has with doing an adequate curricular screening? We'll see:

  • The written resume is a static document that does not capture the candidate's personality, soft skills, or potential. It is challenging to distinguish what is significant among hundreds of similar resumes that utilize the same templates, keywords, and idioms, even if you try to capture the differential worth.
  • Additionally, it is a constrained document that does not demonstrate all of a person's skills or accomplishments gained during years of work. Candidates frequently have to condense their education and experience into one or two pages, which requires omitting pertinent or in-depth information that the recruiter could find interesting.
  • Additionally, because it is generic, it cannot be tailored to each job offer. While every applicant should tailor their CV to each position they are applying for, frequently they lack the time or the knowledge to do so. This means that everyone loses time and possibilities because the curriculum summary does not address the position's or the company's unique needs.

The three prior shortcomings lead us to a first, clear conclusion: even while the written format is employed as the foundational document throughout the initial stages of the hiring and personnel selection process, this does not guarantee that you will hire the best candidates. In other words, having a resume produced does not guarantee that you will make the greatest choices.

Learn how to make informed decisions in the selection process.

How to create a curriculum screener that works well

How can we make sure that the screening, which is the first stage of the hiring process, is not only based on the objective information provided on resumes but also assesses a candidate's soft skills, communication skills, personality, attitude, and modes of expression, as well as their ability to adapt to the organization's values and culture?

Although they cannot be evaluated by reading written resumes, these competencies are essential for successful job performance and career advancement. As a result, it's important to conduct a thorough screening that makes use of other instruments and techniques that help to better understand the applicants and their potential. We'll see:

Psychological tests

They are standardized exams that gauge candidates' aptitudes, skills, and personality attributes. They often have a deadline and can be applied in person or online. Tests of intelligence, logical thinking, memory, attention, creativity, etc. are a few examples. Consider these instances.

Tests of knowledge

They are tests that assess candidates' understanding about the role, either specifically or generally. They can be completed in person or online, and they can be theoretical or practical. Computer tests, languages, accounting, law, etc. are a few examples. Take a look at these tests.

A video of you

The candidate introduces himself, his educational background, professional experiences, and reasons for applying for the position through a video presentation. It allows you to demonstrate your originality, verbal and nonverbal communication skills, and professional image. This is a rather illustrative example.

Interview conducted through video or phone

The interview is brief, and the candidate is given a few straightforward questions to confirm his information, availability, expected compensation, and passion for the job. It serves as a tool for gauging your oral communication skills, fluency, and enthusiasm for the offer.

Group dynamics

In these exercises, a number of applicants come together to engage in conversation and work together to address a situation or issue that the assessor has brought up. It allows you to observe how they interact with others, how well they work in teams, how they lead, take initiative, and how creative they are.

These are a few of the resources and techniques available for creating a successful screen. You can learn more accurate details about the candidates' backgrounds and abilities from them. The best candidates can then be chosen to proceed to the next stage of the hiring process, the personal interview.

Utilize video CVs to expedite the curriculum screening process.

If the process of candidate screening is solely focused on the examination of the written materials submitted by the applicants, it may be exceedingly time-consuming and ineffective. A standard curriculum vitae can provide details about a person's education, experience, and talents, but it conceals other characteristics, such as personality, communication, creativity, and motivation, that might be crucial to their professional performance.

Because of this, an increasing number of businesses are deciding to use video resumes in addition to or in place of the traditional curriculum vitae. A candidate presents himself succinctly and energetically in a video CV, outlining his key traits and career accomplishments as well as his goals and professional interests.

Benefits of using a video resume to assess applicants

  • Utilizing a CV video will speed up your initial curriculum assessment and has many benefits. This can help you choose candidates more effectively and complete your hiring more quickly.
  • Spend less time and money: Without having to read lengthy documentation or call a large number of applicants, you may quickly get an opinion of a candidate after watching their video CV. As a result, you may focus on the candidates who best fit your requirements and rapidly eliminate those who do not.
  • Evaluating a prospect's communication skills, confidence, passion, and attitude is possible with a video CV since it allows you to see how the candidate communicates himself, presents himself, and interacts with others. Any selection process needs to consider individuals who have these skills, especially if the position they are applying for involves working with the public or in a team.
  • Boost originality and differentiation: You may also see how a candidate seizes the chance to exhibit their most creative side, which can provide hints about their capacity for innovation and change adaptation.
  • Contact with applicants is made easier thanks to the technology, which enables you to make an initial visual and aural connection with them. This allows you to build a stronger, more personal relationship with them.

Filtering with CazVid resumes in the first sieve

As you can see, a video curriculum screen is essential, practical, and beneficial for making a quicker and more precise choice. We advise that you consider the following significant factors if you want to include it in the choosing process:

  • Define the evaluation criteria. Before requesting or receiving the candidates' video CVs, you must be certain of the criteria you will use to evaluate the candidates. For instance, you can set requirements for the type, length, and caliber of the video, the candidates' years of experience, their place of residence, etc.
  • Establish the guidelines: If you want to invite candidates to send you a video of their job presentation, you must be very clear about what you need from them and how they should submit it. You might customize the video's format, size, time, or pitch, for instance. You can offer some ideas for subjects or inquiries that they should cover in their presentation.
  • Share your thoughts: If a candidate utilizes a video resume as a pre-selection tool, you must let the applicants know the outcome of your assessment and the reasoning behind your choice. As a result, you will respond to them in a kind and professional manner, enabling them to strengthen their résumé and their application for future positions.

The video CV is a trend that will continue and has several advantages for both job seekers and recruiters. We encourage you to try CazVid, the only free application created to search for work and workers through job adverts and video resumes, if you want to optimize your staff recruitment process and speed your curriculum screening.

You could advise your applicants to script their video resumes so they know what to say.

Conclusion: The selection of candidates will take less time and be more effective

Making educated selections might be difficult with curricular screening and how to achieve it. Although modern technologies have eliminated the need for physical labor, they nevertheless bring a number of problems that must be resolved. For instance, what are the position's subjective requirements that must be met in order for the hiring and selection process to be in line with the goals of the business.

Does a procedure like this result in time savings? There are many problems that may be answered with the right tools, such as how to conduct the curricular screening without reading hundreds of CVs. The only video-focused recruiting tool, CazVid, serves as a practical response to these queries.