As in other corporate areas, Human Resources has undergone major changes. And the main one happens in the process of screening of curricula, one of the most important tasks of this sector, and indispensable, for being the gateway for professionals to find the best talent.
These changes occur for a number of reasons, among them, the arrival of new techniques, the reduction of budgets due to the economic crisis, and the main ones: the deployment of new technologies to optimize and streamline more operational tasks.
One factor that has hampered the screening of curricula is the economic crisis. That is because, this uncertainty creates an unfavorable supply scenario for high demand, i.e., there are few open positions for a large number of candidates.
With this, for many times, HR needs to choose the person who gets the best test result, to the detriment of so many other talents like him/her.
Finally, what has changed – for the better – the day to day Human Resources are the new technologies. With them, today it is possible to hire an employee much faster and with a very satisfactory rate of satisfaction.
Below are some tips that will help you better screen and choose the right candidates in your selections.
Adopt effective curriculum screening techniques
Any and all hiring within a company goes through a rigorous screening of resumes.
Through it, Human Resources must compare the skills, profile and professional experience of the candidates, as well as analyze which ones meet the requirements that accredit them to work in the company.
We know that, for many times, there is a shortage or inexperience of professionals for the analysis of documents or pressure from managers and directors for the agility in choosing new hires.
However, this screening step must be carried out with great discretion and responsibility by the recruiter.
Below, we bring the main criteria that your HR professional should take into account in your selections:
Presentation:
Because of your scarce time, select those professional histories that are written with a clear, direct language and, of course, without errors. Imagine, if this candidate did not review the CV itself, will he/she pay attention to his/her own daily tasks?
Graduation level:
Check that the candidate’s education is at the same level as the position in question. Another point that deserves attention is to analyze if in the previous companies the candidate acted in the same area. This information demonstrates if the idea of him/her is to tread by this same sector or if, at the present, he/she wants to change the department.
Stability in positions:
Analyze if the professional usually creates bonds with the companies where he/she works. Rapid travels by companies show that he/she has a high chance of not pursuing a career anywhere. Candidates who stay in-and-out do not have the confidence that they can do long-term work.
Description of the activities carried out:
Identify the tasks performed by the candidate in the previous positions. It is also a plus if he/she mentions what results he/she achieved. First, because this information is important to know if he/she has the skills to manage the new post. Second, many times, a professional has a history of self-development. That is, he/she does not just perform the basic job functions, he/she is always seeking to grow more and more, which shows evolution.
Conduct video interviews
One option that can also assist you in screening resumes is the video interview. It is an innovation that, in addition to reducing the time in the search for a candidate, still facilitates the meeting of talent at the beginning of the process, which streamlines its work.
In this type of evaluation, you can shape the interview according to the time and the answers that the candidate needs. First, he/she receives an email invitation with instructions. Then answer questions by video, by computer or app.
In the end, you watch the video (as often as you like) and analyze the performance. If the person has done well, it is important to call him/her for a personal interview.
Be dynamic
The most important is to select the most prepared candidates. However, agility in the curriculum screening process reduces expenses, streamlines the adaptation of the new professional, and brings many other benefits to the company.
Here are some tips that will help you in a faster screening:
Choose leaner presentations:
You should analyze the aesthetics of the document. Professional history with a maximum of two pages is ideal (except for the professionals with older age). Analyze accurately if the activities carried out by the candidate are within the profile of the position that the company is offering.
Organize the received resumes:
Nowadays it is possible to receive them in a variety of ways: printed, Linkedin, by email, by Whatsapp, among other channels. However, store them in a single folder. In this way, sorting is easier to complete.
Define the profile of the candidate:
Clearly know what requirements the company does not give up that the candidate has of what is differential. The level of study is fundamental, average, higher or graduate? Need to be fluent in more than one language? Experience time can also be the first filter to reduce a large number of resumes to the next step.
Apply Automated Testing:
Have confirmation that all the professionals you select for the next phase know how to perform the mandatory duties of the new post. This decreases the chance of error of hiring a candidate without the required knowledge.
Use efficient process
Today, a process of evaluating the candidates is long and demands a lot of their productivity. By optimizing the operational processes, you will have more time for other more strategic steps of the selection process. And, of course, they will have more quality.
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