You've set up your screening test, you're inviting candidates, but now you're wondering: how do I make sure candidates actually complete my screening test? In this video, I'll cover the best practices that top-performing hiring teams use to achieve up to 80% conversion rates.
Understanding Realistic Conversion Rates
First, let's set expectations. The golden standard we see from successful customers is around 60-80% conversion, from candidates who view your screening test to those who complete the screening. You'll notice it's not 100%, and that's actually a good thing.
Some candidates who would have applied on Indeed or LinkedIn realize when they see your test that they're not actually that interested in the screening test. They reconsider whether they want to invest 10-15 minutes and decide against it. Here's the thing: if a candidate isn't willing to spend 15 minutes applying to your screening test, you probably don't want them in later interview stages either. Your screening test is working exactly as intended – filtering for committed, serious candidates.
Keep Your Initial Test Short
The most important rule: keep your initial screening test to 15 minutes or less. The shorter, the better. Some of our most successful customers use just one video question or a couple of knockout questions initially. They save the comprehensive assessment for a second stage, after candidates have shown initial interest and qualification.
Think of it as a two-way street. Yes, you're screening candidates, but candidates are also evaluating whether they want to work for you. If you demand an hour of their time upfront, you'll lose quality candidates who have options.
Use a Two-Stage Approach
Split longer assessments into two stages. Start with a quick initial screening – maybe 5-10 minutes – that covers basic qualifications and gives you a sense of the candidate. For those who do well, send a personalized invitation to a more in-depth second stage.
Why does this work so well? After candidates pass your first stage, they feel selected. When they receive your invitation to the next stage, it doesn't feel like a generic screening – it feels like you've specifically chosen them, which dramatically increases completion rates. They're more invested because you've already invested time in reviewing them.
Record a Screening Test Introduction Video
I've said this before, I'll say it again: record a screening test introduction video. This is one of the most effective ways to increase conversion. When candidates see you – a real person, not a polished corporate video – introducing the role, they're much more likely to complete your screening.
Keep it natural and easy-going. Record it at your desk, in your office, wherever feels comfortable. Don't over-produce it. The more authentic and approachable you are, the more comfortable candidates feel recording their own videos. If your video looks too polished and professional, candidates may feel intimidated and think they can't match that quality, so they won't apply.
Everyone is familiar with Zoom calls these days. Make your screening feel like a Zoom call, and candidates will engage naturally.
Three Ways to Invite Candidates
Shortly recite the three main strategies: add a link to a full test on Indeed or LinkedIn; invite candidates by uploading a candidate list or sending automated email/SMS messages from your database; use short knockout questions on Indeed, Facebook/TikTok ads, or in 1Way, then send a personalized invite to qualified candidates.
The first approach is the easiest, but it works best for entry-level roles or highly lucrative screening tests where candidates are willing to spend 15–30 minutes on the tests right away; you can expect a lower conversion rate but higher-quality candidates than if they just submitted a resume. For less-lucrative offers or roles requiring higher qualifications, we recommend using the invitations approach.
Personalize Your Invitations
When you're inviting candidates directly via email or SMS, personalization matters. Use their name, reference their specific skills or experience, and explain why you think they'd be a good fit. A message like "Hey Justin, we looked at your profile and think you'd be a great fit for this screening test based on your experience in customer success" performs dramatically better than a generic blast.
Match the Test to the Screening Test
For highly lucrative, competitive screening tests, you can get away with longer initial tests. Candidates are more willing to invest time when they know the screening test is in demand and offers great opportunities.
For entry-level or less lucrative screening tests, keep it even simpler. Share your interview link on Indeed or LinkedIn with just a basic screening test – maybe one video question. You'll still get good response rates because the barrier is low and candidates are more volume-focused at this level.
Conclusion
Achieving 80% conversion is absolutely possible when you follow these best practices. Keep initial tests short, use two-stage approaches for comprehensive assessments, record authentic introduction videos, personalize your outreach, and remember that screening is a two-way process.
Your screening test should filter for quality, not just quantity. When you make it easy for serious candidates to apply and naturally filter out mass-applying candidates, you'll spend your time on candidates who truly deserve it.