SCREENING IN VS. SCREENING OUT: WHICH IS BETTER FOR YOUR CANDIDATES?

The hiring process has traditionally adhered to the screening-out mentality. What does this candidate bring to the table that we don’t like? What problems do we anticipate if we hire this person? What are the negatives? However, this type of decision-making is causing us to focus on things that don’t matter as much as we think they do. Eliminating candidates before they get too far in the hiring process is often a missed opportunity.

The primary goal of any recruitment process should always be to identify the right person for the job. This is especially true in the current employment climate. As the pool of potential candidates continues to remain thin, it’s important to focus on screening IN candidates, instead of screening them out. This requires meaningful considerations into their behavioral traits and other factors that can provide insights on potential, job performance, and cultural fit.

 

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Screening In vs. Screening Out: Which is Better for Your Candidates?

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