Screening & Assessment

Consistent, fair, and job-relevant evaluations—so every hiring decision is backed by clear signal, not gut feel.

Add structured screensSee what’s included

Initial candidate screening & qualification

Quickly separate high-fit candidates using objective criteria aligned to the role’s must-haves.

  • 10–15 min structured phone screen (role, scope, salary, location)
  • ICP alignment: skills, seniority, domain, eligibility
  • Standardized scorecard to reduce bias and keep consistency

Skills-based assessments & testing

Validate capabilities with practical, job-relevant exercises—not generic puzzles.

  • Work-sample tasks or coding/case exercises tied to role outcomes
  • Clear rubrics, timeboxing, and candidate guidance
  • Optional proctoring and plagiarism checks when appropriate

Behavioral & cultural fit evaluations

Assess how candidates work, communicate, and make decisions—beyond the resume.

  • Structured behavioral interview using STAR prompts
  • Team values & collaboration signals (feedback, ownership, learning)
  • Calibration guide so interviewers score consistently

Reference checks & verification

Corroborate achievements and working style with credible sources.

  • 2–3 professional references with scripted, role-specific questions
  • Validation of scope, outcomes, and collaboration patterns
  • Written summaries mapped to the role scorecard

Background check coordination & review

Safely verify identities and histories with accredited third parties.

  • Identity, education, employment history per client policy
  • Compliance-first workflows; candidate consent managed
  • Flag review & adjudication support (client-owned decisions)

Drug screening coordination

Coordinate screenings where required by policy or regulation.

  • Scheduling at approved facilities and chain-of-custody handling
  • Result routing to client contacts only
  • Local-law and client-policy alignment

What you’ll receive

  • Role-specific screen guide & standardized scorecard
  • Skills assessment design + rubrics (with sample prompts)
  • Behavioral interview kit (question bank, red/green flags)
  • Reference summaries mapped to competencies
  • Compliance checklist for checks & screenings
  • Weekly pipeline/assessment report with funnel metrics

*Assessments and checks are configurable per role & region. We prioritize fairness, privacy, and candidate experience.

    How it works

  1. 01
    Define & calibrate
    Agree on competencies, pass/fail criteria, and assessment flow.
  2. 02
    Screen & assess
    Run structured screens, skills tasks, and behavioral interviews.
  3. 03
    Verify & finalize
    References and (if required) background/drug checks coordinated.
  4. 04
    Recommend
    Consolidated scorecards + decision support & next-step guidance.

    5. Need us to host the interviews? We can coordinate panels and provide structured notes.

Standardize your screening
Objective, repeatable hiring decisions across teams.
Lower false-positives (mis-hires) and false-negatives (missed talent).
Faster time-to-decision with clearer signal per candidate.
Candidate-friendly experience that reflects your brand.

Compliance note: Background and drug screening are conducted by accredited third parties with candidate consent and are subject to local laws and client policies. Sengwa Consulting does not make employment decisions based solely on protected information.