Using Best Practices for Candidate Screening to Speed Up Hiring

November 10, 2020
Cait MacBrien
Director of Marketing at Drafted

It’s no secret that the hiring process can be slow and cumbersome especially if you are trying to fill a particularly difficult or specialized position. According to Glassdoor, the average corporate job opening attracts 250 resumes from there 4 - 6 people will be asked for an interview resulting in just 1 hire. That’s a lot of candidates to sort through to find your purple squirrel.

If your company is in a hiring sprint or you have a small recruiting team - the time is of the essence. However, cutting corners during your hiring process can have disastrous results. So what do you do to save time during your vetting process to get that handful of interview worthy candidates? The answer - start conducting a through candidate screening process.

What are Best Practices for Candidate Screening

Companies like Google and other tech giants are using internal reviews as a major part of their candidate screening process. Internal reviews allow to quickly add relevant context to a candidate application that helps the recruiting team make better decisions in screening. They can be conducted early in the hiring process to establish if a candidate is a good fit for your company and get structured feedback from employees with the right context. 

When a candidate enters the screening process you have access to key data points that can be leveraged to gather more information. You are probably already doing this to some extent by scoping out their LinkedIn profile or checking out their current company’s website. However, this only gives you limited insight into who your candidate actually is. By identifying overlapping experience between candidates and current employees you leverage your coworkers to assist in the hiring process by sharing their thoughts or experiences.

Internal candidate reviews are a great way to engage employees and a powerful addition to your candidate screening process. You don’t need to reinvent the wheel to achieve meaningful results. 

How to Implement Candidate Screening Best Practices

When creating a candidate screening process that leverage internal reviews you need to consider a few key factors:

  1. When in the interview process to ask for a review
  2. Method to collect reviews
  3. What insights do you want to gain about your candidate
  4. Outline of goals for the program e.g. reduce time to hire or conduct more in-depth screenings

Once you have tackled the core fundamentals of your screening process it’s important to address the ‘How’ of conducting internal reviews. It seems simple but the reality is if you don’t have the right tools to help automate the process you are going to be spending a lot of time manually looking for connections. Let’s take a look at what a manual internal review process looks like:

Image of how to use internal reviews in your candidate screening process

The alternative is to use a tool to automate the review process. Remember the whole point of candidate reviews is to speed up your hiring process - spending your valuable time manually searching your ATS, emailing coworkers, updating candidate profiles is exactly the opposite of what you need. 

The majority of companies do not have the technology or manpower of tech giants like Google to automate their recruiting processes, which is why Scouted was built. With Scouted your internal review process with look like this: 

Image of candidate screening process that is not using best practices

How can Scouted Help with Candidate Screening?

Scouted is the only tool designed to seamlessly conduct internal candidate reviews during your candidate screening process without creating extra work for your recruiting. The set up is simple after you create your account - connect your Greenhouse and Slack, that’s it. 

Instantly learn which candidates have overlapping experience with current employees and ping selected employees for a quick review right in Slack. Further customizations include setting when in the hiring process you want to ask for a review and what questions you would like to ask on the review. The best part? Employees don’t need to make an account. The entire process is 100% automated. When overlapping experience is matched the hiring recruiter will receive a notification and with the click of a button can extend an invitation to your employee for a review (or not). Employees will only have to go to the review page, answer a few questions, and click submit. The recruiter will be instantly notified when the review is completed and it will be sent into Greenhouse as an attachment to the candidate profile.

Image of candidate screening process that leverage best practices.

On average, it takes about 27.5 days to make a successful hire and top talent is often scooped within 10 days of starting the interview process. Currently, in the United States, there are 12.6 million people unemployed which means there is a ton of great talent on the market and chances are your pipeline is full. So again, time is of the essence. Most people that apply to your open roles will not be a good fit and probably won’t make it past the initial phone screen. Speed up your hiring process by using internal reviews in your candidate screening process to clear the way for great people that are already connected to your company. 

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