The Initial Pre-Screen

When it comes to sourcing candidates for open positions, the “pre-screen” will help determine whether the candidate is going to be a good fit for the open position off paper, that the hiring manager is looking to fill. But how do you get passed the initial pre-screen to make it to the next round of the interview stage?

As a recruiter, introduce yourself and be welcoming. Go over the position thoroughly to give the candidate the opportunity to add personability to the pre-screen and make the process smoother to show why you stand out against the competition. When answering questions about your background, it is okay to elaborate on your skillset and to interject about a story that is work-related to add positivity and ethic to the conversation. If your qualifications match up to the job description, and your knowledge of the position, it will be a stress-free conversation to have with the recruiter and make it to the interview with the hiring manager.

By Jessica Shields | People Science Processor


From our inception in 1997, companies have relied on People Science to “break the code” of their toughest and most complicated recruiting efforts. Acknowledging the importance of taking a fresh approach when in a War for Talent, we challenge ourselves to create processes, methodology and “out of the box” recruiting ideas to bring resolution to our clients’ critical staffing goals. As a result we have completed many RPO projects in our tenure and consider ourselves pioneers in the field of Recruitment Process Outsourcing (RPO). People Science provides End to End, Augmentation and Project RPO Services.

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