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1. Professional Networks
2. Educational Institutions
3. Company Career Pages
4. Role-Specific Job Boards
5. Geography-Specific Job Boards
Once you have started to get applications from applicants, a thorough screening process and shortlisting of prospects will help you make the most of your time spent with the most qualified ones.
Automated screening quickly filters out unqualified candidates, saving time for manual review. This allows the manual process to focus on the most promising candidates, ensuring the best ones are considered for further evaluation.
like qualifications, location, experience, and skills. Either use job board or use an ATS such as whitecarrot. Here are some questions for {role_name}
Analyze the skill test data to automatically shortlist top-performing applicants. (recommended screening test time - 15 minutes). Here are some skill test questions for {role_name}
Ability to use CRM for tracking sales and customer interactions.
Understanding of effective sales planning and closing techniques.
Ability to manage and motivate sales teams effectively.
Note - Auto reject candidates if scores less than 70% in this section
Use tools like hirevue, whitecarrot.io to ask candidates pre-recorded questions about their experience and skills.
Use sample question given in scorecard.
Collect data from shortlisted candidates, such as salary expectations and visa status.
Thoroughly review the CVs of the top scoring candidates from the automated process
Look for evidence of the required skills, experience, and achievements
Review the candidate’s portfolio or GitHub repositories to see examples of their work.
Use a tool like calendly or whitecarrot to allow candidates to self-schedule calls based on your availability
Confirm the call details (date, time, dial-in info) with the candidate via email
Use scorecard for rating candidates for recruiter
Sample scorecard :
Check for consistency in responses from the candidates.
Record such scorecards in an ATS like whitecarrot or use google doc
Strong CRM knowledge, sales strategy expertise, team coordination ability, and soft skills such as communication and relationship building.
Personalize outreach messages, share details about growth opportunities, and maintain regular updates on the hiring process. Candidates value transparency.
Use behavioral interview questions in video assessments (e.g., “How do you handle conflict within your team?”). Review alignment with company values such as teamwork, adaptability, and customer-first mindset.