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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}
Understanding of modern software development practices and frameworks.
Ability to lead and manage engineering teams effectively.
Ability to align technical strategy with business objectives.
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
Key skills include strong leadership, expertise in software development methodologies, project management, strategic planning, and excellent communication abilities. Familiarity with emerging technologies and team collaboration tools is also essential.
Maintain regular communication through personalized updates, share insights about the company's vision and culture, and involve them in discussions about their career aspirations. Offering a clear timeline and next steps can also keep them interested.
Use behavioral interview questions that reflect your company values, conduct peer interviews to gauge team compatibility, and assess their past experiences in similar environments. Consider using personality assessments to gain deeper insights.