Top rated job boards

The good news is that you've received a deluge of applications in response to your job ad. The bad news is that you must now pre-screen everyone in order to reduce your pool to a reasonable number of high-quality prospects for future interviews. Your initial instinct may be to look for all of the candidates that don't fit the bill. Positive thinking, on the other hand, is more effective. You're searching for someone to recruit, not someone to fire. So screen in, not screen out.

Here are a few pointers to assist you speed up the pre-employment screening process:

Examining resumes

Create a strategy for comparing your work needs and talents as outlined in your job description to the information on your résumé. Because most résumés are prepared in reverse chronological order, read from back to front to follow the person's work history. It will be easy to see trends. The cover letter is also vital. It demonstrates the applicant's ability to explain oneself succinctly and offers information about their communication and writing abilities.

Screening over the phone

A brief phone interview of 10-15 minutes might give significant information about applicants who pass the résumé screening. Create four to six core questions that address your top problems. To compare the results, ask the identical questions to each candidate. Candidates that perform well following this step should all seem to be someone you'd consider employing.

I'm looking through social media networks.

Companies are increasingly utilizing LinkedIn, Facebook, and Twitter to screen job applications. Social media screening allows you to seek for instances of conduct that contradicts what you learnt through the résumé and phone screen. This includes drug usage, disparaging past employers, and social commentary that may be contrary to the ethos of your organization.

Interactions through email

Emails may be used to assess a candidate's writing abilities as well as their ability to communicate effectively and simply. Millennials (those aged 20 to 30) may not have used email much since they grew up with texting as their main means of personal contact. In an email, it's quite easy for intentions to be misconstrued, so search for applicants that can avoid wording that comes off as too passionate, angry, or dismissive.