Screening Process

The screening process is about identifying the most qualified candidates from the larger applicant pool.

Those candidates will be shortlisted to progress to interviews. This typically involves reviewing resumes, application questions, and conducting initial screening interviews or tests.

Here are Steps in the Screening Process

Resume/Application Review

Recruiters (or hiring managers, depending on the company) systematically review incoming resumes and applications. They compare credentials against the must-have criteria defined in the intake.

For example, if a role “requires 5+ years experience in data analysis and fluency in Python,” candidates without those basics would likely not progress.

Many large firms use Applicant Tracking Systems (ATS) to assist here. In an ATS, resumes might be parsed for keywords or knockout questions automatically scored.

As a Workable guide notes, an application itself can be a useful selection tool: adding a couple of qualifying questions. For example: “Do you have a valid CPA license?” for an accounting role, can automatically filter out unqualified applicants.

Some companies even incorporate short tasks or written responses in the application to gauge relevant knowledge early.

Automated Screening & AI

Given the volume of applicants at companies like Google and Tesla (which had 5.9 million applicants in 2023 alone), automation is key.

AI in recruitment tools can scan resumes for specific skills, education, or experience markers. Uber’s TA team, for instance, has identified particular resume markers correlated with strong hires. They also use AI to highlight candidates who have those qualifications.

Crucially, they implement safeguards to mitigate bias in these AI algorithms. They do this by focusing the screening on skills and experiences rather than demographic or pedigree factors.

Automated screening might also flag “silver medallist” candidates (those who nearly got hired for a similar role before) for fast-tracking.

Phone/Video Screening Interview

Most of these companies conduct an initial screening interview (often 15–30 minutes) with candidates who pass the resume review. This is usually handled by a recruiter or HR screener. The purpose is to verify the candidate’s basic qualifications, availability, and interest, and to ask a few high-level questions.

For example, Apple’s process starts with a recruiter phone screen. This focuses on the candidate’s experience, motivation for joining Apple, and logistical questions.

At this stage, the recruiter also explains the next steps, giving the candidate a heads-up on the process. This screening conversation is a two-way street: while the company assesses fit, the candidate can clarify doubts about the role.

Skills Assessments

In some cases, especially for technical roles, a short online test or assignment may be used as part of screening. For example, many tech companies send coding challenges (via platforms like HackerRank or Codility) to engineering candidates. This typically happens after the resume screen, before dedicating time to live interviews.

Workable’s research suggests using assessments early can save time by ensuring only truly capable candidates move on. Gamified assessments are a trendy approach too. Some companies make a candidate might play a game or solve puzzles that quietly measure cognitive abilities and job-related skills. This can also reduce bias by focusing on demonstrated ability rather than the resume.

In fact, gamification and skill tests can enhance inclusive hiring. This can help identify talented people who might be overlooked if they have non-traditional backgrounds.

Shortlisting

Based on resumes, screening responses, and any tests, the recruiter compiles a shortlist of candidates to advance to full interviews. The hiring manager often reviews and approves this list. The number can vary, but typically 3–10 candidates might be shortlisted for a single opening, depending on the role and pool size.

For high-volume hiring (like entry-level or customer support), the shortlist might be larger, and for very specialized roles, it might be just a top 3.