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What are the best ways to efficiently screen global candidates using technology?

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If you are a global talent acquisition specialist, you know how challenging it can be to screen candidates from different countries, cultures, and backgrounds. You need to assess their skills, fit, and potential, while also ensuring a positive and fair candidate experience. Technology can help you streamline and improve your screening process, but you need to use it wisely and effectively. Here are some of the best ways to efficiently screen global candidates using technology.

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Ellen Loft

Elevate Your Career in Finance, Risk, Audit, Compliance & ESG | Germany's Top Executive Recruiter for Global Consulting…
Sravan Kosana

Result-Oriented Human Resource Management | Human Resource Transformation | Talent Acquisition | Organizational…
Pietro Manenti

Building Global Partnerships in the HRTech ecosystem

1 Use online assessments

Online assessments are a great way to measure candidates' abilities, personality, and values in a standardized and objective way. You can use online tests, quizzes, simulations, or games to evaluate candidates' skills, such as language proficiency, problem-solving, creativity, or technical knowledge. Online assessments can also help you gauge candidates' cultural fit, motivation, and values, by asking them to respond to scenarios, questions, or statements that reflect your organization's culture and vision. Online assessments can save you time, reduce bias, and enhance your employer brand, but you need to ensure that they are relevant, valid, and accessible for your global candidates.

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Ellen Loft

Elevate Your Career in Finance, Risk, Audit, Compliance & ESG | Germany's Top Executive Recruiter for Global Consulting & Audit Firms | Informal & Confidential Career Consultation
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I partially agree with the role online assessments play in a recruitment process. Online assessments can be a valuable tool, however, it's important that they are adequate for neurodivergent candidates too, and more importantly, that the assessor focuses more on bringing someone who can "add" to their organisation than someone who simply "fits" in.

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Justin Johnson, SPHRi?

Group HR Manager | Strategic Business Partner | Talent | Trusted Advisor | Culture Champion | Transformational Change Leader
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In my career, I have discovered that efficiently screening global candidates using technology is pivotal to modern recruitment practices. Conduct initial interviews via video conferencing platforms like MS Teams, Google Meet. This allows you to assess candidates' communication skills, professionalism, and cultural fit without the need for in-person meetings. Use online assessment platforms to evaluate candidates' skills, cognitive abilities, and personality traits. These tools can provide valuable insights into a candidate's suitability for a role. By combining these technological solutions, you can efficiently screen global candidates, save time, reduce manual efforts, and improve your ability to identify top talent for your organization.

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2 Use video interviews

Video interviews are a convenient and effective way to screen global candidates without having to travel or schedule multiple calls across different time zones. You can use live or pre-recorded video interviews to see and hear your candidates, and to ask them questions that relate to their role, experience, and expectations. Video interviews can help you assess candidates' communication skills, personality, and fit, as well as their ability to handle remote work and collaborate with diverse teams. Video interviews can also help you build rapport and trust with your candidates, and show them your company culture and values. However, you need to ensure that your video interviews are structured, consistent, and respectful of your candidates' privacy and preferences.

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Ellen Loft

Elevate Your Career in Finance, Risk, Audit, Compliance & ESG | Germany's Top Executive Recruiter for Global Consulting & Audit Firms | Informal & Confidential Career Consultation
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Live video interviews should be the first step before an in person one (if an in-person one is still needed - that depends on the business and industry). It is a more considerate option to save people's money and time. However, pre-recorded ones can feel incredibly impersonal to candidates, and leave a bad impression of the organisation. Besides, one cannot ask follow up questions in real time, which makes the process robotic and short sighted, and more open to bias against neurodivergents and introverted candidates.

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3 Use AI-powered tools

AI-powered tools are becoming more popular and sophisticated in the global talent acquisition field. You can use AI to automate and optimize various aspects of your screening process, such as resume parsing, candidate sourcing, chatbot communication, or sentiment analysis. AI can help you process large volumes of data, identify the best matches for your roles, and engage with your candidates in a personalized and timely manner. AI can also help you reduce human errors, bias, and discrimination, and improve your diversity and inclusion efforts. However, you need to be aware of the limitations and risks of AI, such as data quality, algorithm transparency, and ethical implications.

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4 Use online portfolios

Online portfolios are a useful way to showcase candidates' work samples, projects, or achievements in a visual and interactive way. You can use online portfolios to review candidates' portfolios of work, such as websites, blogs, videos, or designs, and to evaluate their creativity, quality, and relevance for your roles. Online portfolios can also help you understand candidates' passions, interests, and goals, and to see how they present themselves online. Online portfolios can complement your screening process, but you need to ensure that you respect candidates' intellectual property, privacy, and feedback.

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Sravan Kosana

Result-Oriented Human Resource Management | Human Resource Transformation | Talent Acquisition | Organizational Development | Human Resources Leadership - USA | Canada | India
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Screening global candidates using technology depends on our need and budget: 1. Gamification/Hackathon: This approach involves incorporating game-like elements or organizing hackathons to assess skills and problem-solving abilities. 2. Psychometric /Personality / Skills Test: These assessments provide insights into candidates cognitive abilities, personality traits, and behavioural tendencies. Skill testing helps in conducting real-time code tests, with the assistance of proctoring or through zoom call. 3. AI-based Applicant Tracking Systems with Chatbots: This intelligent ATS utilize artificial intelligence algorithms to streamline the candidate selection process. Additionally employing chatbots allows for automated interactions.

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5 Use online references

Online references are a reliable way to verify candidates' background, performance, and reputation from their previous employers, colleagues, or clients. You can use online reference platforms, such as SkillSurvey or Checkster, to request and collect feedback from your candidates' references in a fast and easy way. You can use online references to ask specific and relevant questions, such as how candidates performed in their previous roles, how they collaborated with others, or how they handled challenges or feedback. Online references can help you make informed and confident hiring decisions, but you need to ensure that you follow the best practices, such as asking for permission, being respectful, and being consistent.

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6 Use online communities

Online communities are a valuable way to connect with candidates who share your industry, domain, or interest. You can use online communities, such as LinkedIn, Facebook, or Reddit, to find and reach out to potential candidates, and to invite them to join your screening process. You can also use online communities to observe and interact with your candidates, and to see how they contribute, communicate, and collaborate with others. Online communities can help you attract and engage with passive or niche candidates, and to build your employer brand and reputation. However, you need to ensure that you are authentic, respectful, and relevant in your online community interactions.

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7 Here’s what else to consider

This is a space to share examples, stories, or insights that don’t fit into any of the previous sections. What else would you like to add?

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Pietro Manenti

Building Global Partnerships in the HRTech ecosystem
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Basing on my experience, you may consider to include screening or qualification questions directly in the application process. In this case, of course, you must be smart in avoiding to ask too many questions, as the more friction you add to the application process, the higher the abandon rate from prospect candidates.

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Ellen Loft

Elevate Your Career in Finance, Risk, Audit, Compliance & ESG | Germany's Top Executive Recruiter for Global Consulting & Audit Firms | Informal & Confidential Career Consultation
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To screen global candidates with tech, a recruiter can use online assessments, video interviews, skills tests, etc, after building diverse and inclusive talent pools with advanced Boolean strings and AI matching. Just remember, tech helps, but it doesn't replace the "human touch" that is needed to bring the best talent to organisations, and with the "human" and the tech tools used, it is crucial to understand our biases in order to build processes that will be as fair, honest, and inclusive as possible. Don't forget to think about language skills if applicable and how well the candidates will "blend" not "fit" in with your company culture.

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What are the best ways to efficiently screen global candidates using technology?

1

2

3

4

5

6

7

1 Use online assessments

2 Use video interviews

3 Use AI-powered tools

4 Use online portfolios

5 Use online references

6 Use online communities

7 Here’s what else to consider

Global Talent Acquisition

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What are the best ways to efficiently screen global candidates using technology?

1

2

3

4

5

6

7

1 Use online assessments

2 Use video interviews

3 Use AI-powered tools

4 Use online portfolios

5 Use online references

6 Use online communities

7 Here’s what else to consider

Global Talent Acquisition

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