How Coronavirus is Changing Candidate Screening

Now, when the ''unlock phase'' has begun in our country, numerous organizations have resumed their activities. While there are a few organizations that do not require any new talent, there are others with recruitment plans in full swing.

Employees become brand representatives once they are hired. It is therefore imperative for organizations to take extreme caution when they select a candidate for a particular role as the employers are accountable for the employees and their actions.

Candidate screening ensures that the shortlisted candidate will not cause any harm to the organization and its clients in the future. You can also visit to hire appropriate candidates for your company.

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Candidate screening is a legal responsibility of the recruiters and not just a phase of the recruitment process. Hence, once hired without completing the candidate screening, the employee's action will be the liability of the employer. Candidate screening usually involves verification of documents, checking civil records, psychological and personality assessment.

Due to the coronavirus outbreak, the traditional screening methods are out of the question. Employers have now adopted new ways of screening candidates. These ways were even used before the pandemic but now have gained prominence due to the current situation.

Ways in which candidate screening has changed: 

Pre-screening: The recruitment process has now started picking up pace in various organizations. Applicants have started applying for jobs passively. These numbers are expected to increase once the coronavirus pandemic is over. It takes around a week to conduct the manual screening of candidates and also costs a lot. 

Use of artificial intelligence: Artificial intelligence has become very popular since the coronavirus outbreak. It plays an extensive role in hiring top-notch talent. And in the age of social distancing, it is in demand more than ever.

Recruiters fill a set of skills assessment tests and questions according to the job role to automated software that reaches out to the candidate. Candidate's responses are recorded and they are marked based on correct answers.