How to save time when reviewing job applications

In a labor market as tight as the one we’re currently experiencing, it’s as important as ever to attract the right candidates. In a recent Snagajob survey, 90% of responding employers told us they’re not getting enough applications. Shifting your strategy to one of quality over quantity not only ensures the best-fit employees fill your open roles, but also saves precious manager time. 55% of hiring managers say screening applicants is the most time-consuming part of hiring. When time is tight, there’s nothing more frustrating than bringing in a candidate for an interview, then quickly realizing they’re not a good fit.

What is pre-screening, and why is it important? 

Done correctly, pre-screening moves the most qualified applicants to the top of the list, using carefully selected questions that pre-qualify applicants up front and removing the tedious task of sorting through unqualified applications. Asking candidates thoughtful pre-screening questions also forces them to truly consider a job with your business which leads to higher interview show rates and can improve employee retention.

Pre-screening questions for your small business may include:

• What days/hours/shifts can you work?

• Do you have a car?

• Do you have a white collared shirt?

• Do you have 3+ years of retail experience?

• What is your minimum salary/wage expectation?

• What kind of environment are you comfortable working in?

• Explain a time you gave good customer service.

• Explain a time you had to deal with a difficult customer.

• What is your favorite store in the neighborhood and why?
  

Typically, these questions are asked within the application itself or in a phone screening prior to an in-person interview with the hiring manager. Best practice is to include no more than five pre-screening questions, which can be completed fairly quickly—anywhere from 10 seconds to 3 minutes to answer. Be sure to focus first on what is most crucial to effectively doing the job, then consider adding one or two creative questions that will give you a sense of who the applicant is as a person.

Pro Tip: Writing stand-out job descriptions is another great way to ensure quality applicants. Get started with the top 3 things workers want to see in a job description. 

We can help

With Snagajob’s pre-screening tool, we do the hard work for you, and provide a long list of questions to choose from. Based on workers’ answers, we’ll sort applicants for you, bringing best matches to the top. If you’re looking to dive a little deeper, worker profiles provide even more insight on the candidate's work history and personality.