Tõnis Arro
Co-founder, Wisnio and Executive Lab
How to conduct sourcing and screening
Learn about the difference between active and passive candidates, how to approach them, and the components of a screening interview.
After creating your position map, the next step is to build a list of potential candidates. If you’re unsure what a position map is, start with the previous lesson to learn how it sets the foundation for effective hiring.
Building Your Candidate List
To create a strong list, start with a long list of potential candidates. This should include a mix of active and passive job seekers, allowing for flexibility and greater options. From there, narrow it down to a shortlist that’s manageable and includes individuals worth meeting.
Active and Passive Job Seekers
Most of the top candidates you’re looking for won’t apply directly to job ads. While active candidates are those actively seeking new opportunities, passive candidates are professionals who aren’t job hunting but may be open to the right offer.
Watch the video below to learn more about how these two groups differ and why targeting passive candidates is crucial.
Key Insights:
- Only a small percentage of active candidates will respond to job ads.
- The best talent is often passive, so you need to reach out proactively.
Learn more about improving sourcing strategies in the article, Your Approach to Hiring is All Wrong.
Watch and Reflect: Real-Life Screening Examples
In the first video, you’ll see an executive attempting to contact a prospect. Reflect on the approach and consider what worked or didn’t.
What you think about the executive's approach?
- It was a good approach.
- It was a bad approach.
Improving the Screening Process
In the next video, watch Tõnis Arro demonstrate a more effective approach to qualifying a prospect. Pay attention to how he tailors the conversation and prioritizes understanding the candidate’s needs and fit for the role.
With this more effective approach, the consultant was able to:
- Acknowledge that the candidate was likely not actively looking.
- Skip a lengthy company introduction, focusing instead on what mattered to the candidate.
- Ask targeted questions about the candidate's experience and interests before introducing the role and scheduling a follow-up.
The Goals of Screening Interviews
The purpose of a screening interview is to ensure the basics align between the candidate and the organization. Ask about key elements like:
- Current compensation package.
- Location preferences.
- Availability for the role.
If basic expectations don’t align, there’s no point in proceeding further, saving time for both parties. Screening interviews also help gauge mutual interest in moving forward in the process.
Optimize Sourcing and Screening with Wisnio
Sourcing and screening candidates doesn’t have to be a daunting task. Wisnio offers tools to streamline these processes:
- LinkedIn Plugin: Effortlessly add candidates directly from LinkedIn to compile your longlist.
- Screening Notes: Keep track of key details about each candidate right within Wisnio, so you have all your information in one place.
Save time, stay organized, and ensure your hiring process is both thorough and efficient. Explore how to hire with Wisnio.
Self-check quiz
How do get candidates?
- They will mostly apply through job ads.
- You need to reach out.
With your list of candidates ready and screening complete, it’s time to focus on conducting meaningful interviews. Let’s move to the next section to learn how to get valuable insights from your interviews.
