Every company has its own recruitment process – some companies use recruitment agencies, while others have recruiters in-house. The recruitment process is often based on a specific Talent Acquisition (TA) strategy. These strategies might include tips on what type of talent to target, how to select certain candidates, how to interview chosen candidates, and when to hire.
The first milestone to nailing your dream job is the Screening Interview, most commonly done by the TA team. Once you have sent your application for your dream job, a member of the TA team (recruiter) will go through the applications and identify the CVs that fit the ideal candidate profile.
If your profile and application made an impression, you will be invited for a screening interview.
The screening interview could be a phone call, a video interview, or an in-person meeting. It’s usually organized by a recruiter to evaluate the candidate’s qualifications for an open position. This is typically the first interview in the hiring process.
During this interview, the recruiter collects information about the candidates’ professional qualifications, job skills, education level, interests, salary requirements, short-term and long-term career goals. The screening interview usually lasts around 20-30 minutes.
During a screening interview, recruiters are checking to see if you fulfill three main factors:
Knowing the time frame of the screening interview and the recruiter’s goals is extremely useful, as this can help you consider how you can prepare for your next screening interview.
An important part of any job search is how you define and communicate your skills. Yes, examples are important, but the interviewers will take away keywords you use. Preparation before the interview is key. Take time to think about how you can inform the interviewer of your best attributes and most relevant work skills using memorable keywords related to the job description.
Recruiters have a set of questions for the screening interview, and will ask each candidate the same questions. They pertain to the requirements of the position, skills, notice period etc.
Once they have gone through the standard questions, recruiters leave space for a free-flowing conversation, as it’s important for us to get to know the candidates.
Recruiters want to see who you are. Aim to find the sweet spot between demonstrating your personality and giving enough information to the recruiter.
Our recruiters’ job is to find the best talent for the positions we are hiring for. We aim for win-wins. Those golden moments where we find the ideal applicant for the team and the company. And the job is right for them. We care about your career goals and aspirations.
In an ideal world, what you are looking for is what the company has to offer. In an ideal world, we choose our new colleagues who will work side by side with us. This is the world we aim to create, where we matches are made in talent heaven.