The stages
Application review against defined must-have criteria, a short structured phone or video screen, skills or technical validation where relevant, and reference and background verification prior to offer.
Structure beats intuition
Screens that use the same questions and the same scoring rubric for every candidate produce more consistent outcomes and are far easier to defend if a hiring decision is challenged.
Common mistakes
Screening for résumé keywords rather than the capability the role actually requires, inconsistent questioning across candidates, and background checks run without the required disclosures and consent.
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