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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}
Evaluate proficiency in Swift and iOS-specific development skills.
Assess proficiency in Kotlin for Android development.
Evaluate understanding of cross-platform mobile app development.
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
Look for proficiency in programming languages like Swift, Kotlin, and Java, experience with frameworks such as React Native or Flutter, understanding of UI/UX principles, and knowledge of APIs and backend integration.
Maintain regular communication, provide updates on the hiring process, share insights about the company culture, and involve them in discussions about the projects they would work on to keep their interest piqued.
Use behavioral interview questions, assess their alignment with company values, and involve team members in the interview process to gauge how well the candidate interacts with potential colleagues.