Tools every recruiter should have in their toolbox (Candidate Screening)
Candidate screening is a tough job. Sometimes hiring managers face difficulties while hiring for a new skill. Thankfully, there are candidate screening tools available to ease the process of hiring. This allows you to look beyond the details mentioned in the resume. Screening tools can help you hire the right candidates to build a great team.
The tools mentioned below are not ranked in any specific order. We have also mentioned the offerings and benefits of each tool.
Vidcruiter helps you hire candidates with professional video interviewing.
It offers pre-recorded and live-video interview experience. It also has structured digital interviews to make objective, legally-defensible hiring decisions by reducing bias with custom interview guides. It easily integrates with tools you already use, including LinkedIn.
2. HackerRank
Hackerrank is one of the most popular platforms among tech companies. Primarily used to evaluate the coding skills of developers. Companies like Atlassian, Booking.com, LinkedIn, Stripe etc already use Hackerrank. It could be a go-to place for hiring for any of these roles:
- Software Engineer
- Back-End Engineer
- Front-End Engineer
- DevOps Engineer
- Data Scientist
- QA/SDET
Applied’s blind recruitment platform helps you attract, assess and interview candidates while removing opportunities for bias. With Applied, you get real-time feedback on your job descriptions to make it more efficient. Applied uses behavioural science research to completely remove bias from reviewing, even down to minor ordering effects.
4. eSkill
eSkill provides pre-employment tests for selection and skills gap measurement so that you can minimize your hiring risk and costs while maximizing hiring accuracy. It has the largest assessment catalogue in the market alongside video interviewing. With over 15 years of perfect EEOC compliance, it includes skill tests, behavioural assessments, and video interviews into a seamless candidate experience.
eSkill’s test coverage is the broadest in the industry and covers areas such as IT, Retail, Business Administration, Call Center, Industrial, Healthcare, plus many more.
Hiring for designers could be difficult as assessing portfolios with AI isn’t in the game yet. Dribbble is the go-to resource for discovering and connecting with designers and creative talent around the globe. It maintains an invite-only portfolio profile as an industry standard. Whether you’re hiring a product designer, front-end developer, or graphic artist, Dribbble is home to the most sought-after creatives on earth. You will be able to screen through the portfolios of best designers on the planet. However, we still recommend you get someone who’s in the design industry to better assess the portfolios ;)
Now that we’ve listed some of the tools we found interesting, we didn’t want to make the list too long to digest. The longer the list, the more difficult it gets to choose the right tool. We’re here to help! These are the things you should consider:
- Which assessment do you want to go for?
If you are specifically looking for assessing candidates on intelligence, personality, soft skills and reasoning, then you need a tool to do just that. If you are looking for specific roles in coding, you need a code evaluation platform. If you are looking for roles only in sales, you might as well go for an evaluation platform which does just that. However, if you are hiring for multiple roles, you can look for a platform which covers diverse industries, for example — eSkill and many more! - Choose a tool which has a good interface
Candidates are more likely to join if they like the interface of the evaluation platform. If they don’t understand the evaluation platform they might as well undermine a candidate’s positive impressions about the company. - Integrations & Reports
If you are hiring in medium to high volumes, you might as well want the evaluation tool to give you a holistic view of results along with integrations to save your time.
Hope we’ve been able to help! Our next blog would be on Interview Scheduling. If you have been following our series, you might have read our previous blog on Candidate Sourcing. If not, you can have a look here
Happy hiring!
