Is status quo good enough for entry-level screening?

Ask anyone and they’ll tell you.

When you’re on the hunt for a new job, what’s the first thing you do?

Dig out your best power suit and polish up the resume, of course.

Resumes, applications, and in-person interviews — they’re all an accepted part of the pre-employment process whether you’re an employer or a candidate. But new research shows they may not be the best options for entry-level screening.

Research from the Society for Human Resource Management (SHRM)/Mercer Entry-Level Candidate Job Skills Survey says employers continue to rely on these traditional methods for entry-level screening, even though they aren’t completely confident in those traditions. Nearly half of HR professionals admit they have little to no confidence in application and resume reviews.

This traditional entry-level screening can be a subjective process. Does this mean qualified candidates are accidentally getting left on the sidelines? Is this status quo type of screening good enough? Or are there ideas that could sharpen entry-level screening?

Technology might be one answer.

Even though a small percentage of companies use them, this research shows personality tests, cognitive ability tests, and online simulations (along with the in-person interviews) to be comprehensive indicators of performance.

The need for more effective approaches leaves the door open for innovation coupled with technology, say experts.

Another great way to determine if your entry-level candidate is good fit: career-related internships. About half of employers involved in the SHRM survey called internships “extremely valuable” in determining if a candidate was the right person for the job.

Finding just the fit for your company can be tough sometimes. But ClearStar can help. With the right blend of technology and your own professional experience, screening can stretch beyond the status quo and your company can grow to the next level with amazing new talent.

Contact us today!

At ClearStar, we are committed to your success. An important part of your employment screening program involves compliance with various laws and regulations, which is why we are providing information regarding screening requirements in certain countries, region, etc. While we are happy to provide you with this information, it is your responsibility to comply with applicable laws and to understand how such information pertains to your employment screening program. The foregoing information is not offered as legal advice but is instead offered for informational purposes. ClearStar is not a law firm and does not offer legal advice and this communication does not form an attorney client relationship. The foregoing information is therefore not intended as a substitute for the legal advice of a lawyer knowledgeable of the user’s individual circumstances or to provide legal advice. ClearStar makes no assurances regarding the accuracy, completeness, or utility of the information contained in this publication. Legislative, regulatory and case law developments regularly impact on general research and this area is evolving rapidly. ClearStar expressly disclaim any warranties or responsibility or damages associated with or arising out of the information provided herein.