What are screening calls?

Screening calls are the frontline of tech recruitment, setting the stage for deeper candidate evaluation; they can transform raw talent into suitable positions, aligning with Get on Board's core values of transparency and ownership. These initial conversations serve as a critical filter, helping recruiters identify candidates who not only possess the required technical skills but also align with the company's culture and values.

These calls are vital for filtering candidates effectively, ensuring the best fit for your dev teams; they offer insights beyond resumes and CVs and are a crucial initial touchpoint. By conducting thorough screening calls, recruiters can save time and resources in the later stages of the hiring process, ensuring that only the most promising candidates move forward.

🔍 Why screening calls matter

Screening calls are indispensable in the recruitment process as they allow recruiters to evaluate candidates' skills, cultural fit, and enthusiasm, aligning with our belief in fair and transparent evaluation. These calls provide an opportunity to:

• Verify information provided in the candidate's application
• Assess communication skills and professional demeanor
• Gauge the candidate's genuine interest in the role and company
• Clarify any potential red flags or gaps in the candidate's experience
• Provide candidates with more information about the role and company culture

💡 Best practices for effective screening calls

• Preparation: Review the candidate's profile, CV, and portfolio in advance. This shows respect for the candidate's time and allows for more meaningful conversation.
• Structured approach: Use a scorecard to maintain consistency and fairness; explore how scorecards contribute to transparency in our article Scorecards: The Unsung Heroes of Fair Candidate Evaluation.
• Engagement: Foster open dialogue to understand a candidate's motivations and career goals. Ask open-ended questions that encourage detailed responses.
• Diversity and sensitivity: Be mindful of biases and focus on diversity, an essential aspect of Get on Board's philosophy. Use inclusive language and avoid questions that could be discriminatory.
• Active listening: Pay attention to not just what the candidate says, but how they say it. Listen for enthusiasm, thoughtfulness, and clarity in their responses.
• Time management: Respect both your time and the candidate's by sticking to a predetermined schedule. Aim for 30-45 minutes for most screening calls.
• Follow-up: Clearly communicate the next steps in the process and provide a timeline for when the candidate can expect to hear back.

Common pitfalls include sticking too strictly to scripts or focusing only on technical skills without considering cultural fit. It's also important to avoid making snap judgments based on first impressions or allowing unconscious biases to influence your evaluation.

Successful screening calls blend structure with the flexibility to discover genuine candidate potential. They should feel like a conversation, not an interrogation.

📱 Tech tools to enhance screening calls

Technology can augment the screening process, but not replace the human touch; our AI-powered ATS platform supports recruiters by summarizing candidate information efficiently. Discover more about balancing AI with the human element in our chatbot article.

The Superpower feature empowers recruiters to spot potential swiftly and wisely. Other helpful tools for conducting effective screening calls include:

• Video conferencing software with reliable audio and screen sharing capabilities
• Calendar integration for easy scheduling and reminders
• Note-taking apps or digital scorecards for consistent evaluation
• Automated follow-up systems to ensure timely communication with candidates

🔧 Tips for recruiting dev teams

For technical roles, understanding project-specific requirements is crucial; encourage candidates to showcase their work through portfolio reviews and technical questions during calls. For more insights, visit the Course on Tech Recruitment.

When recruiting for dev teams, consider these additional tips:

• Tailor technical questions to the specific role and technologies used in your company
• Ask about the candidate's experience with version control, code review processes, and collaborative coding
• Inquire about their preferred development methodologies (e.g., Agile, Scrum) and how they've implemented them in past projects
• Discuss their approach to problem-solving and how they stay updated with new technologies
• Explore their experience with cross-functional collaboration, especially in terms of working with designers, product managers, and other stakeholders

Avoid common errors, such as overlooking cultural components or making decisions based only on technical skills. Remember that a great developer isn't just someone who writes excellent code, but also someone who can communicate effectively, work well in a team, and align with your company's values and goals.

By leveraging these strategies, you equip yourself with the tools for comprehensive screening, ensuring the best matches for your teams. Effective screening calls can significantly improve the quality of your hires, reduce time-to-hire, and contribute to building strong, cohesive development teams.

Ready to enhance your recruiting strategy? Track your process and get amazing candidates in Latin America using Get on Board's modern ATS and AI-powered tools. Our platform is designed to streamline your recruitment process, from initial screening to final hire, ensuring you find the best tech talent for your organization.