Screening

What is Screening?

Screening is the process of reviewing job applications, resumes, and other candidate information to determine whether individuals meet the basic qualifications and requirements for a role. It serves as an initial filter in the hiring process, narrowing down the applicant pool before interviews or assessments begin.

Why it matters

Screening helps recruiters and hiring managers quickly identify the most promising candidates while reducing time spent on unqualified applicants. An effective screening process improves hiring efficiency, ensures fairness, and enhances the candidate experience by keeping communication timely and transparent.

Where it fits in the HR stack

Screening sits within the talent acquisition and recruitment workflow layer of the HR stack. It often occurs between the requisition approval and interview stages. Screening is typically supported by ATS platforms, résumé parsing tools, pre-employment assessments, and sometimes AI-powered solutions for skill and keyword matching.

Common use cases/Examples

• Reviewing resumes to ensure candidates meet required education and experience levels.
• Using ATS filters to automatically shortlist applicants.
• Conducting phone screens to confirm candidate interest, availability, and salary expectations.
• Applying pre-employment assessments to evaluate skills or job fit.
• Using automated screening questions in online applications.

Examples of companies that use it:

• Enterprises like Deloitte, Accenture, and IBM, which handle high application volumes and rely on ATS-driven screening.
• Tech companies such as Google or Amazon, which often combine résumé reviews, online assessments, and recruiter phone screens.
• SMBs and startups using lightweight ATS platforms like Workable, Greenhouse, or Lever for résumé and application screening.