Four Ways for More Efficient Talent Screening

ArabNet Team, May 14 2018

Managers and Human Resources often suggest that that whenever you have a large pool of applicants you are more likely to grab hold of the best-fit candidate. While that’s true, the challenging part is then how to find the ideal candidate efficiently given the big number of CVs you are currently faced with. Talent screening in this case could be demanding and time consuming.

If you are trying to improve the effectiveness of your hiring process or you are looking to fill in a job vacancy, you will need to implement some steps to enhance your talent screening process.

Talent screening is often thought of as a simple task; however, efficient and effective talent screening may not be so easy. After having a list of interested candidates, you need to make sure that these applicants have the qualifications, skills, experience and are a good fit to your organization’s needs. suggests four tactics to help you screen better:

1. Find out your qualifications and needs
Before taking any step in this process, you must first determine the specific needs your organization is looking for. Chances of ending up with an irrelevant CV are high if you are to skip this step. To find the ideal candidate, break it down into three criteria:


You must find out the type of experience this vacancy needs. You might be looking for a candidate who is in their mid-career, thus, focusing on CVs with more years of experience and managerial or entry-level candidates would not be to your organization’s benefit. They might be over qualified and have high salary expectations than what is set for the vacancy, or completely inexperienced and unqualified.


First, filter out the required skills by two categories, technical and soft skills. Then sort what kind of skills the vacancy needs and find the candidates who mostly qualify for the position. For example, a social media associate requires creativity skills that filter under soft skills, and good knowledge of social media platforms falls under technical skills.

Defining what skills the position requires will help you in skimming efficiently through CVs and will save you some time in filtering out the ideal candidate. Ultimately, more time can be saved by searching using specific keywords. offers this at CV search.

Culture & Personality

It is not easy to find out someone’s personality from a CV, however, you can find out some details that will give a brief idea about the candidate’s personality and how likely they are to fit into the organizational culture. Depending on your current needs you will find the hints.

2.  Create a checklist
Ranking and assessing the potential candidate will turn out to be easier with a checklist. A checklist can include all the knowledge, skills and abilities you are looking for in a candidate as well as a grading scale to give you a better idea about which candidates are the most relevant. Examples on what to include in the checklist are:

- Expected Salary

- Nationality

- Years of Experience

- Skills (Technical & Soft)

- Residence Location

These points vary from one vacancy to another, but regardless of the position you are looking to hire for, creating a checklist will save you time and help you better assess the candidates. Online job sites like offer many auto-filters that can help you find information in a faster and more efficient way.

3. Phone Screening
Telephone interviews are very important to the screening process. It can confirm the information you found on a candidate’s CV and help you better assess the candidate’s attitude towards the job. Language proficiency is an example of one thing that can be clarified through phone screening. Also, you can take this chance and ask the candidate to talk more about himself, academic achievements and work experience.

4. Professional Communications Skills
One important thing that most employers overlook is e-mail communications, and move to personal interviews directly. One insider tip from is to send out assignments to candidates. Sending out assignments through e-mails can benefit you in assessing the candidate in two aspects; first, you will be able to find out the type of professional communications skills that the candidate holds. Second, it puts the candidate experience and skills into action which will verify their qualifications.

Assignments vary based on the vacancy you are hiring for. For example, if you are looking to hire a research analyst, you can send a report that needs some calculations and presentation. That would be a good start to test the candidate’s problem solving and task management skills.

However, creating assignments for different vacancies can be a time consuming task. has created over 500+ Employer Tests to help employers verify qualifications and find the ideal candidate.

Talent screening is time consuming when you are not taking the right tools and measures. By following the steps mentioned above, you are most likely to hire the perfect fit for the vacancy you are looking to fill.





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