The latest news and advice from our recruitment experts.
>The screening questionnaire
Every step of the recruitment process is aimed at one goal, finding the perfect candidate for the job, as well as the organisation. There are a number of steps to take to find that person, each as important as the next. However, in reality high volume job ads can attract hundreds of responses, the vast majority of which are unsuitable for a variety of reasons.
You might think that adding another filter in the process is counter-productive, seemingly adding administrative burden, but an initial screening questionnaire will enable a quicker, timelier and therefore more cost-effective selection process.
Screening is a great tool to filter candidates, but only if you automate it. It is only successful in reducing the time to find the perfect employee when using an online tool that is part of a full solution, such as QJumpers’ end-to-end solution.
Not only should your solution include the ability to create a customised relevant online questionnaire for each specific job, it should also allow you to easily access and analyse the results at any time, with a feature to instantly decline those that were not successful.
Five reasons to add a screening questionnaire
Think about what/who you want
Identify early on exactly what you want from the person you are hiring for the role – in terms of behavior and skills. Make sure you spend time with the hiring manager to get a more exact job description.
When you know what you want, think about the question criteria that helps draw out those candidates.
You’ve done a questionnaire before, so it’s not about re-inventing the wheel but tailoring existing questionnaires to the specific job.
Consider a mix of generic questions based around character, strengths and weaknesses as well as specific questions related to the role, such as experience and skills. It is also very important to ask logistical questions that are deal breakers, for example visa status.
Your final questionnaire might be comprised of multiple choice, yes/no answers or ranking answers, as well as commentary questions and job scenario simulations to get the most relevant and revealing assessment results. The content is more important than the format.
Your end goal is always to find the best person for the job. That means going back to the initial job description and hiring manager’s guidance to develop the questions.
Try to keep the questionnaire to around 5 minutes, because although you want to sort the right talent from the rubble, you also do not want to discourage prospective employees.
Make it easy on yourself. The screening questionnaire is designed to whittle down the original talent pool that responded to the advert. You want to spend more time putting together the questionnaire than declining those that didn’t get past this first round. Get automated software that enables you to quickly respond and decline unsuccessful candidates.
It’s also wise to get analytics that allow you to track and manage successful and declined applicants, as well as file away potential talent for future roles. Again, invest in software that allows you to monitor, analyse and present the findings so that the next time you can improve the experience and results, saving you time and money, and honing your ability to recruit the vest talent.
At QJumpers, we understand the importance of acquisition, finding the right candidates to suit the desired role. As experts in our field, our HR Software can help ease the burden of endless paperwork and time to really narrow down your selected candidates. By making your recruitment process relevant to the role and tailored to your specific requirement, you’ll know how to hire the best candidate.
To learn more about how screening can benefit your organisations recruitment strategy, contact us on 0800 758673, email@example.com or via our website.
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