The BEST Screening Format for Hiring Part 1!

I recently spoke with a candidate who had a frustrating experience during their initial recruiter screen. They felt like the recruiter was just “winging it,” didn’t fully understand the role, and was all over the place when discussing the opportunity.

That’s a problem.

The last thing a hiring leader wants is for candidates to feel like their first interaction with the company was unstructured and unclear. It reflects poorly on:
❌ The recruiter
❌ The company
❌ The job opportunity

And worst of all, it can cause strong candidates to lose interest and drop out of the process before it even really begins.

This is a common early-stage hiring bottleneck that many companies don’t even realize they have. The solution? A structured screening process that all recruiters follow.

An effective screening call should be 20-30 minutes and include these five key elements:
✅ a good Introduction
✅ Assessing the candidate’s experience and qualifications
✅ Understanding their career goals and motivations
✅ Showcasing the role and selling the opportunity
✅ Closing the conversation effectively and setting clear next steps

This is part one of a 6-part series where I’ll break down each of these steps in detail to help you eliminate early-stage hiring roadblocks.

Check out the upcoming videos if you find this valuable!

And if you’re a hiring leader looking for help finding top talent, visit our website, read some of our testimonials, and reach out—we’d love to help.

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