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What Employers Must Know When Drug Screening Applicants

What Employers Must Know When Drug Screening Applicants

Did you know that the percentage of US employees testing positive for drugs has increased over the past 2 years? This includes an increase in usage across nearly all workforce categories and drug test specimen types, according to Quest Diagnostics. Drug screening is...

How Pre-Screening for Employment Works in Applicant Tracking Software

by | Jul 22, 2020 | hiring process

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Hiring talent can be difficult and tedious. After all, it was easy, then everybody would be doing it . . . and they would be doing it correctly. But of course, that is not the case.

And hiring during the COVID-19 pandemic, during these recessionary economic conditions, is even more difficult. That’s because, depending upon the industry in which you operate, you may receive a flood of resumes and applications from interested job seekers whose enthusiasm for your jobs are amplified by the fact that they currently do not have one.

The first problem with the resume is that, as we’ve just mentioned, you might be drowning in a flood of them. The second problem is that while resumes can be helpful, that is NOT always the case.

Screen candidates without the resume

Let’s look at some of the limitations of the resume. Sure, the resume tells an applicant’s story. However, it’s a generic story, and on top of that, it’s been specifically designed to portray the applicant in a favorable light. In other words, it’s biased.

Because of this, sometimes a resume will not give you a good idea of whether or not an applicant is a good fit for the position. And if that’s the case, then you have to spend precious time conducting phone interviews to get the answers that you’re seeking. The problem is that screening candidates in this manner can turn into one of the biggest wastes of time in the entire hiring process.

But wait! That’s not even the worst of it. The worst of it is that you might even dismiss a great candidate, solely because they didn’t mention their experience with a specific process that’s key to your open position. That’s an even bigger problem than wasting time, because you’re wasting time and not hiring the right person. That’s the definition of a lose-lose situation.

So how can you fix this mess?

What you need is an automated process that can help turn a lose-lose situation into a win-win one. What does that mean, specifically? It means that the process can both save you time and also help you to source the quality applicants that are a fit for your jobs.

That answer: a well-designed online applicant tracking software, complete with ATS screening questions to help you reach your goals.

What is pre-screening for employment?

So what is pre-screening an applicant for employment? Pre-screening is the act of evaluating and assessing a job applicant or candidate before taking the step of interviewing them. If, and only if, the candidate passes the pre-screening evaluation, will they move to the next step of the process. During that step, hiring managers will contact the applicant by phone and schedule an interview to further gauge their candidacy.

Using ATS screening questions provides you with a number of advantages during the hiring process. In fact, below are three such advantages:

#1—Save time.

We already mentioned this, but it bears repeating because time is money. When you save time, you save money! Pre-screening questions streamline the process of filtering your candidates, meaning you don’t have to waste hours (or days) reviewing unqualified resumes.

#2—Obtain information not provided on the resume.

As we said, the resume has limitations, and setting up custom pre-screening questions can help you to smash through those limitations. You can ask applicants for information typically not found on the resume. For example, are you looking for somebody with a very specific training or certification? Create a pre-screening question around the topic. It’s that easy!

#3—Source and identify the best fit for the position.

This is the ultimate advantage, because it all boils down to talent. Well, it boils down to the right talent. It’s all about finding the best fitting candidate for the job. By including specific pre-screening questions, you can easily see who’s passing the initial stage of the hiring process . . . and who deserves to stay on the slush pile.

Screener questions for the interview

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