5 Steps to Check Your Applications Before Moving Forward
High-volume recruiting can be a high-stakes game, and it’s important to know what you’re doing. If your goal is high-quality hires but your application process isn’t streamlined or doesn’t have best practices in place, then you could be wasting time on unqualified applicants while missing out on high-potential candidates.
In this blog post, we’ll go over 5 steps that will help you check your applications before moving forward so that the right people are getting through to the next step of the hiring process!
Preferred steps
- Create an online application form
After this is filled out, the applicants must verify their email addresses. In this way, you and the applicants make sure that the communication channel is correct.
- Verify
After the email is verified, their ID- and identity should be verified. By checking the identity as early as possible in the hiring process a lot of time (and money) can be saved in the end. This will make sure the focus is on the right and most suitable candidates only.
- Check resume
If the ID- and identity check is approved it is safe to move on to check the applicant’s resume. Make sure that the applicant is qualified for the position, check their experience and skills to see if they’re a good fit for the company.
If the identity verification fails and the applicant is rejected, the hiring process stops here for that applicant and move on to the next one. This will save the company a lot of time and effort. - Interview
Finally, you need to do an interview with them in person or through a video call. Video call interviews are growing in popularity and are also convenient for both the recruiter and the applicant. In pandemic times this has been the preferred way but it seems that this procedure is here to stay.
- Hire!
If all of these checks pass, you can hire them!
Checking applicants IDs and identities at an early stage is crucial
The most important step above is obviously the ID and identity verification. If this step is implemented as early as possible in the hiring process the better.
If an applicant’s ID is not valid or fake, or the person applying is found out to be somehow fraudulent, this will lead to rejection and the process should stop right there.
As soon the recruiter finds this out the focus can be shifted over to the next applicant. Less time, effort, and money will be spent on the wrong applicants. For high-volume recruiters, who are processing hundreds of applications daily, this is very important. Time is money.
There are many companies out there that are offering identity verification software and/or services today. It is possible to just “rent” the software and the verifications are done by yourself in-house.
However, if you are a high-volume recruiting company you probably need to focus more on the applications and therefore definitely would benefit from outsourcing the verification process to a company like Evalid, which are doing the complete ID and identity check and verification.
We hope this blog post was helpful. As high-volume recruiters, it’s important to have high standards for your applicants so that you can get the best ones through while focusing on high-quality hires!