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In a recent survey of job seekers, applicants shared that they expect to be interviewed within 48 hours. Quickly identifying quality applicants is critical to meet this applicant expectation and Hireology features tooling to make this simple. 

In this article we will cover: 

• Identifying Quality with the Prescreen Survey
• Internal Tools to Define Quality

Identifying quality with the prescreen survey

The Hireology prescreen survey is a customizable tool that will allow you to identify quality applicants quickly through a series of True/False questions. 

You are able to customize the survey to include questions around a applicants previous experiences and skills they need to be successful in the role they are applying for. 

The prescreen survey also features a knockout questions option. The knockout question is your deal breaker question. If a applicant answers if incorrectly, they would receive a 0% on the survey.

Internal tools to define quality

Once you identify a applicant that is qualified, we recommend utilizing internal tools to "flag" the applicant.

• Star Rankings: You can assign 1-5 stars to an applicant or candidate based on your overall impression of them. This ranking can be adjusted in the future, however, the initial star ranking is a great way to organize applicants that have just applied and help you prioritize your initial outreach. 
• Tags: Adding tags to a applicants profile is considered a best practices as tags are searchable. If you do not move forward with a candidate, you can easily locate them in the future by searching the assigned tags. 
• Disposition Codes: Assigning disposition codes when declining an applicant or candidate is best practices to maintain transparency. Should you consider that applicant in the future, you have record as to why they were not hired initially.