Torchora
Back to Home

Key Responsibilities and Required Skills for Screener

💰 $35,000 - $60,000

Human ResourcesRecruitingTalent AcquisitionOperations

🎯 Role Definition

A Screener is an early-stage talent assessor responsible for evaluating incoming applications, conducting initial candidate screenings (phone, video, or chat), and ensuring only qualified and compliant candidates move forward in the recruitment funnel. The Screener balances efficient throughput with high-quality evaluation standards, leverages ATS and sourcing tools, conducts background and reference checks, and communicates professionally with candidates and hiring managers to create a positive candidate experience.

📈 Career Progression

Typical Career Path

Entry Point From:

  • Recruiting Coordinator
  • HR Assistant
  • Customer Service Representative transitioning into recruiting

Advancement To:

  • Recruiting Specialist / Talent Acquisition Specialist
  • Sourcing Specialist
  • Senior Resourcer or Recruitment Consultant

Lateral Moves:

  • Onboarding Coordinator
  • HR Operations Analyst
  • Candidate Experience Specialist

Core Responsibilities

Primary Functions

  • Perform comprehensive resume screening and application triage using ATS filters, keyword searches, and manual review to identify candidates who meet minimum job qualifications and preferred criteria.
  • Conduct structured phone or video screening interviews to assess candidate experience, role fit, communication skills, salary expectations, availability, and basic technical competencies; document outcomes in the ATS with clear disposition notes.
  • Administer standardized screening questionnaires and behavioral questions to evaluate cultural fit, career motivation, and potential recruiter red flags; escalate qualified candidates to recruiters or hiring managers with concise summaries.
  • Qualify passive and active applicants by validating work authorization, eligibility to work in designated locations, and remote/hybrid availability while maintaining compliance with local employment laws.
  • Coordinate interview logistics by scheduling interviews, confirming availability across stakeholders, preparing interview packets for hiring managers, and ensuring candidates receive necessary pre-interview information.
  • Execute pre-employment screenings including background checks, drug testing coordination, and reference collection according to company policy; ensure timely follow-up on any discrepancies.
  • Use applicant tracking systems (ATS) and CRM tools to manage candidate pipelines, maintain accurate candidate records, and produce regular status reports for hiring teams and workforce planners.
  • Apply consistent scoring rubrics and structured evaluation criteria to reduce bias and improve the quality of candidate slates presented to hiring teams.
  • Maintain high-volume throughput during peak recruiting cycles by prioritizing requisitions, employing screening templates, and leveraging automation to preserve quality while meeting time-to-fill goals.
  • Collaborate with sourcers and recruiters to convert screened candidates into qualified leads, share feedback on candidate quality and market trends, and refine job descriptions to attract stronger applicants.
  • Monitor and respond to candidate inbound inquiries via email, phone, and recruiting chat platforms, providing excellent candidate experience and clear communication on application status.
  • Conduct role-specific technical or competency checks at the screening stage—such as verifying certifications, licenses, or portfolio links—and route technical questions to subject matter experts when needed.
  • Track and report key recruiting metrics related to screenings (e.g., screening-to-interview ratio, time-to-screen, candidate acceptance rate) and recommend process improvements to reduce drop-off.
  • Ensure candidate data privacy and confidentiality by following GDPR, CCPA, and internal data handling policies when collecting and storing personal information.
  • Train and mentor junior screeners and recruiting coordinators on screening best practices, ATS usage, dispositioning standards, and candidate communication templates.
  • Customize and localize screening approaches for different departments or geographies, incorporating language considerations, regulatory requirements, and cultural nuances to improve hiring outcomes.
  • Create and maintain screening templates, call scripts, and evaluation checklists to standardize the candidate experience and deliver consistent quality across hiring teams.
  • Liaise with hiring managers to clarify job requirements, refine selection criteria, and calibrate on what constitutes a minimum and preferred skill set for each role.
  • Facilitate candidate re-engagement campaigns for qualified silver-medal candidates, maintaining relationships and tracking interest for future openings.
  • Participate in diversity hiring initiatives by applying targeted screening techniques, ensuring unbiased evaluation, and helping maintain diverse talent pools.
  • Troubleshoot and resolve candidate and system issues—such as application errors, scheduling conflicts, or ATS data integrity problems—escalating to HRIS or IT as necessary.
  • Maintain up-to-date knowledge of industry compensation benchmarks, sourcing channels, and candidate expectations to advise recruiters and hiring managers on competitive offers and market realities.
  • Support special hiring projects such as mass-hire events, seasonal recruitment drives, campus hiring programs, or relocation screenings with dedicated outreach and high-throughput screening processes.
  • Document and continuously improve screening SOPs by capturing lessons learned, updating scorecards, and incorporating stakeholder feedback to increase screening precision and speed.

Secondary Functions

  • Support ad-hoc data requests and exploratory data analysis.
  • Contribute to the organization's data strategy and roadmap.
  • Collaborate with business units to translate data needs into engineering requirements.
  • Participate in sprint planning and agile ceremonies within the data engineering team.

Required Skills & Competencies

Hard Skills (Technical)

  • Applicant Tracking Systems (ATS) proficiency — e.g., Greenhouse, Lever, Workday, Taleo; ability to create reports, manage pipelines, and maintain data integrity.
  • Candidate sourcing and Boolean search skills in LinkedIn Recruiter, job boards, and resume databases to identify potential fits for screening.
  • Structured interviewing and behavioral interview techniques with experience crafting and applying scoring rubrics.
  • Familiarity with background screening and pre-employment checks: criminal background, employment verification, education verification.
  • Proficiency with calendar and scheduling tools (Outlook, Google Calendar, Calendly) and interview coordination best practices.
  • Strong written communication and templating skills for crafting outreach messages, rejection notices, and interview instructions.
  • Basic HR compliance knowledge — data privacy (GDPR/CCPA), EEO/OFCCP hiring guidelines, and record retention standards.
  • Experience using recruitment CRMs, Google Workspace/Microsoft Office, and ATS-integrated communication tools.
  • Comfort with recruitment analytics and metrics tracking (time-to-fill, screening-to-interview ratios, source-of-hire).
  • Ability to use video interview platforms (Zoom, Teams, HireVue) and assess remote interview setups.

Soft Skills

  • Excellent verbal and interpersonal communication; professional phone etiquette and ability to build rapport quickly.
  • Strong organization and time-management with an ability to prioritize high-volume queues.
  • Attention to detail when documenting candidate notes, dispositioning, and verifying credentials.
  • Empathy and candidate-centric mindset to preserve a positive candidate experience.
  • Critical thinking and sound judgment to make quick screening decisions and escalate appropriately.
  • Resilience and adaptability in fast-paced, changing hiring environments.
  • Team collaboration and stakeholder management skills to work with recruiters and hiring managers.
  • Confidentiality and integrity in handling sensitive candidate information.
  • Coachability and openness to feedback for continuous improvement.
  • Problem-solving orientation and initiative to propose process improvements.

Education & Experience

Educational Background

Minimum Education:

  • High school diploma or equivalent required.

Preferred Education:

  • Associate's or Bachelor's degree in Human Resources, Business Administration, Psychology, Communications, or related field.

Relevant Fields of Study:

  • Human Resources Management
  • Organizational Psychology
  • Business Administration
  • Communications
  • Sociology

Experience Requirements

Typical Experience Range: 1–3 years of recruiting, HR, or customer-facing experience; entry-level candidates with relevant internships may qualify.

Preferred:

  • 2+ years of hands-on experience in screening, recruiting coordination, or sourcing roles.
  • Demonstrated experience with ATS platforms and high-volume hiring environments.
  • Prior background in a specialized screening area (technical, healthcare, security clearance) is advantageous.
Explore More Careers