Screening of applications can be regarded as an integral part of the recruiting process. Though many view it as the first step in the selection process. Even the definition on recruitment excludes screening from its scope. However, we have included screening in recruitment for valid reasons. The selection process will begin after the applications have been scrutinized and shortlisted. Hiring of professors in a university is a typical situation. Applications received in response to advertisements are screened and only eligible applicants are called for an interview. Interview is conducted by a selection committee comprising the Vice Chancellor pro-Vice chancellor and subject experts. Here, the recruitment process extends up to screening the applications. The selection process commences only later.
The purpose of screening is to remove form the recruitment process, at an early stage, those applicants who are visibly unqualified for the job. Effective screening can save a great deal of time and money. Care must be exercised, however, to assure that potentially good employees are not lost and that women and minorities receive full and fair consideration and are not rejected without justification.
In screening, clear job specifications are invaluable. It is both a good practice and a legal necessity that applicant’s qualifications be judged on the basis of their knowledge, skills, abilities and interests required to do the job.
The techniques used to screen applicants vary depending on the candidate sources and recruiting methods used. Interviews and application blanks may be used to screen walk-ins. Campus recruiters and agency representatives use interviews and resumes. Reference checks are also useful in screening.
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