Answer candidate questions about automated screening

Questions about automated screening deserve a plain answer. The recruiter may know that the client has role related screening steps, yet should not claim how a tool ranks a person or predict an outcome. The useful work is helping the candidate provide complete, relevant experience and explaining any available process route.

Tasha said, “Will a computer decide before anyone sees me? My résumé format is unusual.” Ben replied, “I do not have a basis to predict how any system will evaluate an application. I do know the process asks for work history and includes role related steps. Your cooperative work can be described clearly, and you can complete the optional skills questionnaire if you want that information considered.” Tasha asked, “Can I talk to a person?” Ben said, “I will check the contact route the client provides and tell you what I can verify.”

Ben should keep the focus on experience relevant to the operations supervisor role. He can ask about responsibilities, results the candidate can substantiate, and schedule requirements. Personal details that do not relate to the position belong outside the discussion. If the client offers a way to request help or provide additional information, Ben can share that route accurately.

Practice with a candidate who wants a promise of human review. Give a direct explanation of what you know, what you will verify, and how the candidate can present relevant work. Ask a coach to mark any sentence that assumes a system’s inner decision process.