Our Specialized Recruitments

At ALM Consultancy after the recruitment process, the next step is to screen the potential candidates.

While screening candidates, we go through 3 steps:

1. Review resumes and cover letters
2. Conduct a Face to Face or video or phone interview
3. Identify top candidates

1. Review resumes and cover letters

Resumes:

When screening candidates, the first step is to review the resumes. When looking at the resumes, we mainly focus on:

• Skills, education and relevant experience that closely match the requirements of the position.
• The last three to five years of job duties (and compare these with the job description)
• Long gaps in employment
• Job-hopping
• Lack of career progression

Cover letters:

The cover letter also plays an important role. It will give you an impression of the person’s writing style and their ability to convey the interest in the job.

When reviewing the cover letter, we see:

• Is it clear and concise?
• Does it convey an understanding of the job?
• Is there spelling or grammatical errors?

Letters of reference:

Many candidates do not include letters of reference until they are requested. However, if they are included, consider the nature of the references:

• Are they current or from long ago?
• Are they from managers or from peers and personal contacts?
• Are they for relevant jobs?

As part of the overall recruitment and screening process, cover letters and letters of reference can give you an indication of the candidate’s attention to detail and can possibly break a tie when sorting candidates.

2. Conduct a Face to Face or video or phone interviews.

Once we have reviewed all the resumes, we screen the candidates by video or phone or in person. This screening process serves two purposes:

1. It verifies the candidate is active and available
2. It gives us some quick insights about the candidate’s communication skills and ability to answer interview questions. (This is especially important information for jobs that require advanced customer service skills)

3. Identify top candidates

Once we have completed the screening interviews, we are ready to sort the candidates. Typically, this involves the following three steps:

1. Shortlist five to ten candidates for review by the hiring manager(s)
2. Provide our recommendations and insights to the hiring manager(s)
3. Have the hiring manager(s) review the resumes to select the interview candidates.