Curricular screening – what it is and how to carry it out successfully

Curricular screening – what it is and how to carry it out successfully

One of the critical stages in the recruitment process of the Human Resources department is the curricular screening, also known as, selection of personnel. When companies choose many candidates for a few positions, screening becomes essential.

The term curriculum screening refers to that stage of the selection process in which recruiters review the resumes. Recruiters select the candidates who best adapt to the requirements of the job offer and company values.

The objective of this discard exercise is, therefore, twofold:

  • Reduce the number of candidates that the coaches must interview by telephone and in person.
  • Staying only with those applicants who have the appropriate characteristics to perform the position offered optimally.


How to do a curricular screening?

Although the fundamental objectives of proper screening of resumes never vary, execution can be carried out in two ways:

1. Manual curriculum screening

The manual curricular screening process is carried out in the following order. First, the recruiters publish a job offer on a job portal or professional social network that exists on the web. They then receive the corresponding resumes and review them one by one.

Although this is the most traditional method and even though many companies still use it, the individual reading of each CV requires much more time and effort than other more recent and automated filtering methods.

2. Curricular screening through an ATS

Curricular screening through an ATS occurs when the recruiters rely on a computer program to optimize the search for candidates.

An ATS ( Applicant Tracking System ) allows you to select the CVs that come to the company according to some keywords. These keywords are previously, have been set based on the company’s requirements.

Depending on the requirements, recruiters can use ATS to start a curricular screening based on the qualifications of the candidate. So they can automatically select those candidates the skills companies are seeking. In this way, they can rule out candidates who do not meet the specific situation requirement needed.


Killer questions on the curriculum screening

The Killer Questions are one of the most effective tools to filter applications and carry out an excellent curricular screening. Their name says it all: they are “murderous” questions that the employer asks applicants for a specific job offer and whose answer implies the continuation or abandonment of the selection process.

For example, if the objective of your curricular screening is to find a private driver. Then one of the possible killer questions will be whether or not the applicant has the driving license.


CV analysis in the curricular sieve

At this stage of the curricular screening, the selectors analyze the professional resumes to rule out those who do not meet the desired requirements. Whether carried out manually or digitally, CV analysis is usually fixed on data such as:

  • The location of the candidate can be decisive in the curricular screen.
  • An availability to work on the days/hours required by the offered position. The curricular screening will discard those who do not have this possibility.
  • Employee’s availability to join on a specific date, in case the applicant is working and needs to give notice to your current company.
  • Training and titles. As main competences in the curricular sieve.
  • His experience in working
  • Languages and certifications.
  • Soft skills – teamwork, adaptability, and negotiation – necessary for the correct performance of the offered position.
    Layout and design of the curriculum. Modern resumes usually come with layouts and have a careful design.


Considerations in a good curriculum screen

In the first phase, focus on the candidate’s technical requirements and work experience. Experts point out that recruits should not spend more than 20 seconds on each resume if it is in the right way. Another point to look at this first moment of the curricular screening is in languages, academic training, and salary band.

  • Taking care of biases: and assess in the most objective way possible, focusing on the aspects discussed and, above all, on the needs of the company.
  • Limit as much as possible: in the curricular screen, it is convenient to be as assertive and “hard” as possible. This will save time and reduce candidates for a more streamlined selection process.



Companies receive a large number of CVs from candidates that sometimes do not fit the profile. Today, job vacancies are featured on job web portals are much more accessible to sign up for different job vacancies. To reduce the number of potential candidates, companies conduct screening in the selection procedure. These were a few inforatopm regarding how corporates conduct screening.

So, screening should be seen as an integral part of the selection process, not something extra. Apart from this, there are many steps for selecting an employee, but this is the first one. The screen allows companies to focus on the candidates who can immediately join or who can adapt to the hours proposed in the job offer.

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