Employee Recruitment Newark

Article provided by: Bradley Scott Resources

Employee Recruitment Newark

Resume screening is a time-consuming part of recruitment that requires at least twenty-three hours for one hire. A job posting that receives 250 resumes will have at least seventy-five unqualified applicants. A majority of acquisition leaders experience the hardest of times during the screening process of employee recruitment in Newark. Bradley Scott Resources involves several screening methods to earn you the best employees or employment opportunities in Newark.

Using a tracking software

Fifty percent of recruiters measure qualification by the past performance of candidates. Some acquisition leaders measure the quality of the hire according to the turnover rate. All these processes are exceedingly strenuous, forcing a majority of recruitment firms to use the software.

Automated recruitment helps recruitment and selection agencies navigate the biggest bottleneck of the process. The software simplifies the resume screening process by identifying keywords that match the job posting.

The method is, however, yet to become an essential tool in recruitment because only forty percent of recruiters have complete trust in the software’s analysis. Relying on the use of keywords while searching through applications could close out highly qualified candidates who did not use the right terms. Finally, employees who know the system’s keywords will rig applications to earn an interview session.

Traditional screening

Older screening methods often analyzed how the applicant followed directives of the job posting. A candidate who cannot write a cover letter that follows instructions is not keen enough to perform a satisfactory job.

The length and organization of the CV and cover letter should not be too long that it begins to sound repetitive to the Newark human resources. A neat and short organization can show off experiences and skills while respecting the recruiter’s time. Finally, the cover letter should not be too general that it sounds like a template. The recruiter will check for wordings that mention the job posting’s specifications. 

Screening the minimum qualifications

Minimum qualifications are necessary qualities for all job employees. A simple qualification such as the ability to use Microsoft applications like Word, ownership of a driver’s license, or ability to speak another language can cut out a majority of applications for employee recruitment in Newark.

Screening preferred qualifications

These qualities are not mandatory for an application. They, however, make one a stronger candidate for the job because they will improve the client’s work productivity. A common preferred quality is a history of working in a similar position, strong communication skills, and an interdependent personality.

Checking online reviews

Seventy-seven percent of recruiters Google candidates during staffing and recruitment in Newark. Unfortunately, most do so to find unimpressive details of the candidate.

Helpful information that could come up during a search includes your website, a decent social media profile, and articles about your previous accomplishments.

Paid tests

Recruitment and selection may sometimes involve handing out paid projects to qualified applicants. An interviewee who has an impressive presentation skill may be a bad fit if they lack the technical skills needed for the job. Bigger companies allow themselves the occasional chance of hiring staff who need training, but will usually hand out tests to maintain their brand’s performance.

Employee Recruitment Newark

Bradley Scott Resources


Employee Recruitment Newark

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