A screening interview is a brief job interview to determine whether the applicant you’re speaking to is qualified. The interview will determine if they match your job requirements for the position and if their credentials are a fit for the role your company is hiring for. In most cases, a screening interview includes a brief review of an applicant’s employment and educational background and a few questions. The questions will be about the applicant's qualifications, but as the interviewer, you may also want to know what their salary expectations are and how their availability to work looks. You can conduct a screening interview over the phone, via video chat, or in person. The results of your interview screening process will determine if the candidate moves to the next round of your interview process. A screening interview is an event in your hiring process through which you, the recruiter, can gauge how suitable the applicant is for the job you want to hire for and decide whether or not to add their name to a shortlist of potential hires. Typically, this is the first interview a candidate will face when applying for your job. The hiring process can be time-consuming. If the applicant isn’t the right fit, you don’t want to waste your time or the candidate’s time.Vetting job applicants is an important and understated part of choosing the right candidate. If a company rushes through its screening process — or skips it altogether — the negative consequences could outweigh the benefits. Sure, you might be able to get your new employee trained and working ASAP. That won’t matter, however, if you later discover they lied or omitted important information during the interview. As highlighted in Glassdoor’s article, “How To Calculate Cost-Per-Hire” companies can spend EUR 3,000 or more to hire a new employee. Now imagine if, because of a lack of proper screening, you repeat that process. The cost will add up, both financially and in terms of time. Even if your team is struggling with an open position, your company should be cautious about bringing new people on board. After all, you’ll be in the same position if either you or the candidate realizes it’s not a good fit later on. Setting aside the money it will cost to look for a replacement, having a bad hire on your team can also cost you. As frustrated as you may be with having an open position, it will actually be less costly and stressful in the long term if your company vets its candidates thoroughly.What interview screening is
Is screening the same as interviewing?
Why conduct screening interviews?
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