When hiring candidates for your job post, you want to make sure that they contribute to the growth of your organization. While doing so, you don’t want to miss the potential that may benefit your organization in the long run, either. So let’s explore how you can screen candidates effectively.

But first, let's understand what screening is and why it's essential.

What is candidate screening?

In the initial stages, when candidates decide to apply for the job post you get to see their details. Reviewing those details to determine whether the candidate is appropriate for that designated position is what screening is. 

What does candidate screening involve?

Screening doesn’t only involve reviewing the candidate applications. It also includes:

• Comparing candidates with job requirement
• Checking work experience, skills, and certification.
• Eliminating unqualified candidates.

Why is candidate screening important?

Candidate Screening helps you ensure that you get the best candidate possible. Not only this but it also: 

• Helps to minimize turnovers.
• Saves time and resources
• Protects the workplace
• Improves employer branding

Note: The Merojob AI ATS helps you to screen better candidates in a matter of seconds.

While screening is necessary to shortlist qualified candidates it can be a challenge when it comes to balancing proven experience with untapped potential. Only focusing on experienced candidates can lead you to miss on high potential candidates who can bring innovative ideas to you while overlooking experience can lead to mis-hires. So here are some tips on how to screen for experience without missing potential:

1. Set clear screening criteria to balance experience and potential

• Define core requirements like non negotiable skills or certification and flexible requirements like skills or experience that can be learned on the job.
• Avoid bias towards only those with extensive experience.

2. Look out for competence not only years of experience

• Focus on competence through relevant achievements and skill tests
• Evaluate problem-solving abilities and practical competence

3. Leverage technology to identify high-potential candidates

• Use AI powered ATS to filter and shortlist candidates quickly
• Highlight candidates who meet both experience and potential criteria

4. Communicate properly to identify potential

• Provide an accurate job description to let the candidates know what the role requires
• Keep the candidates informed about the screening process.

5. Look beyond job titles to evaluate growth potential 

• Review responsibilities and projects not only job titles.
• Identify candidates capable of taking on bigger roles in the future

6. Evaluate achievements and learning agility

• Check past accomplishments and how challenges were overcome.
• Assess adaptability and ability to learn new skills.

7. Assess mindset and cultural fit

• Screen for motivation and attitude
• Ensure alignment with company values and culture.

Balancing experience with potential ensures you don’t miss candidates who can bring fresh ideas, adaptability, and long-term value to your organization.