What are the most accurate candidate sifting criteria?

Candidate sifting is an important and time-consuming step in a recruitment process, that’s why it requires a lot of care to avoid arising errors which can lead to many consequences. For professional recruitment agencies, they always build a criteria system for this stage.

The following are the most accurate candidate sifting criteria that Faro Vietnam would like to suggest to businesses.

Qualification

Each specific vacancy always requires a sustainable knowledge foundation which is also the basis for screening candidates thereby having an overview of quickly absorbing the actual work. Depending on the job requirements, the enterprise clearly defines the qualification criteria of the vacancy that they want to target through degrees, certificates, etc.

Hands-on experience

Small businesses may accept fresh graduates or potential candidates with little experience for training on the real job; however, in fact, for most small and medium-sized businesses, experience is a must-have requirement when recruiting.

For example, for normal vacancies, headhunters require candidates with 1 to 3 -year experience, while the position of head of department is from 5-8 years. Particularly, the professional director will have more than 10 years of experience.

Important skills

Skills are one of the indispensable criteria for candidates and each job position will require candidates with different important skills; however, most are skills related to communication, logical reasoning, work arrangement, time management, etc.

Number of potential candidates

Each interview round, the employer should select a few candidates, resulting in the question: how many candidates should be chosen, what is the ratio of men to women or how long is the age?... All of that needs to be clearly defined in order to screen profiles accurately.

In addition to this criterion, the enterprise should allow the recruitment department to increase or decrease the number within the specified limit in order to avoid missing good candidates as well as easing the pressure of screening mass resumes for the human resources department.

The sifting duration

The sifting duration is also a necessary criterion in the recruitment process. Despite the assistance of professional recruitment software technology, screening requires employers to speed up if they do not want to abdicate potential employees for competitors. Therefore, the recruitment department will plan a clear screening period to ensure work progress.

The quality of candidates

No matter how urgent the recruitment process is, it is necessary to put the quality of candidates on top due to the direct impact of candidates on working efficiency, the oriented budget as well as expectations of leaders which is one of the factors of long-term attachment of candidates. In case of re-employment times, it can cause a series of arising costs.

Therefore, businesses should have criteria to evaluate the quality of candidate screening based on 3 aspects: job performance, value that the successful candidate brings and the level of satisfaction to the manager.

If the candidate selected by the enterprise brings good evaluation results, the quality of candidate screening of the recruitment department is effective. On the contrary, if the enterprise incurs training costs or has to re-recruit, the quality of candidate screening is problematic.

The above are accurate candidate screening criteria that businesses can refer to and apply. If businesses have demand for more advice on the most effective recruitment method, please contact Faro Vietnam immediately!

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