Effectively familiarising new starters to your company, its processes, and people is key to workforce success. A powerful onboarding programme is vital in ensuring that your employees are engaged, invested and equipped from day one to take on their new career path confidently. In fact, organisations with a strong onboarding process have improved new hire retention by 82 per cent and increased workforce performance by 11 per cent.

Lesson Desk Digital Onboarding Checklist.pdf

Download Our Free Digital Onboarding Checklist

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Before we start explaining pre-interview screening, we would like to shed some light on the challenges faced when searching for the perfect candidate for a specific job. Recruiting the right candidate for a job is critical to organisational success. Unfortunately, finding and hiring the right person can be complex and challenging. The process typically involves a large pool of potential candidates. Furthermore, these candidates have varying qualifications, experiences, and skill sets. Sorting through the resumes and applications of potential candidates can be time-consuming and difficult for hiring managers. This can certainly result in a costly and prolonged hiring process.

To address this challenge, companies have begun leveraging the benefits of technology to streamline the hiring process. By incorporating digital screening tools into the recruitment process, companies can evaluate candidates more effectively and efficiently. Automation of some steps in the hiring process, such as pre-screening, can be beneficial. Because pre-screening enables the employer to identify the most suitable candidates quickly and accurately, it will save time and resources.

A well-structured recruiting process is critical to hiring the right candidate. A robust hiring process can include different stages, such as job posting, candidate sourcing, application review, candidate assessment, interviewing, and reference checks. By implementing an effective and structured hiring process, companies can ensure that all candidates are evaluated using the same criteria. This structured recruiting process will also reduce the potential for discrimination and bias.

![Recruiting agent reading on his laptop looking at a list of pre-interview screening questions..jpg](https://storage.googleapis.com/lnd-web-cms/Recruiting_agent_reading_on_his_laptop_looking_at_a_list_of_pre_interview_screening_questions_e3889c015a/Recruiting_agent_reading_on_his_laptop_looking_at_a_list_of_pre_interview_screening_questions_e3889c015a.jpg)

## What is pre-interview screening? 

Pre-interview screening is the process of reviewing and evaluating job applicants before inviting them for an in-person interview. This screening process typically involves reviewing the applicant's resume, cover letter, and other application materials. It quickly becomes evident if their qualifications are fit for the job. During this process, the potential candidate can also answer some common questions. The interested candidate can enquire about the recruiting process, salary expectations, work style, and work environment. Furthermore, the potential candidate can share expectations regarding personal growth and career goals. All the information obtained will help the hiring manager better understand what the potential candidate is looking for.  

## What is the purpose of pre-interview screening? 

The purpose of pre-interview screening is to narrow down the pool of job applicants to a smaller group. After going through the process, you will have a list of candidates who are most qualified and suitable for the job. Focusing on the most promising candidates can help save time and resources during the hiring process. Once the pre-interview screening process is complete, the employer can invite the selected candidates for an in-person interview. The employer can further evaluate their qualifications and suitability for the job using the formal interview.

## How does pre-interview screening work? 

Pre-interview screening is a crucial step in the hiring process that helps companies identify the most qualified and fit for the job candidates. This initial evaluation typically involves a review of the job application materials. Applicants typically submit their curriculum vitae (CV) and cover letter. The pre-screening process aims to determine the candidate's qualifications, skills, and experience, which align with the job requirements. This information is used to narrow down the pool of potential candidates.

The pre-screening process may include various methods, depending on the company’s needs and the job requirements. The different techniques will be discussed below.


### Reviewing a candidate's curriculum vitae

One of the most common methods used for pre-interview screening is a review of the candidate's Curriculum Vitae. It provides an overview of their previous work experience, education, and relevant skills. Employers may also look for gaps in employment history. Signs of inconsistencies in the candidate's work history may raise questions about their reliability and suitability.

### Reviewing a candidate's cover letter

Another pre-screening method is a review of the candidate's cover letter. It can provide insight into their writing skills and their understanding of the position and the company. The cover letter may also provide additional information about the candidate's previous work experience. Furthermore, it can highlight some qualifications that may not be evident from their resume.

### Conducting aptitude and skill tests

Conducting aptitude and skill tests is an essential part of the hiring process. These tests evaluate a person's cognitive abilities, reasoning, problem-solving, and technical skills.

**Aptitude tests** help to identify an individual's strengths and weaknesses and provide insights into their potential to excel in a particular field.

**Skill tests**, on the other hand, assess an individual's practical abilities and expertise in a specific area. Employers often use these tests to evaluate job candidates' suitability for a particular role, identify training needs, and develop career paths.

By conducting aptitude and skill tests, organisations can make informed decisions about hiring, promoting, and training, ultimately leading to increased productivity, job satisfaction, and overall success.

### Conducting a background check

In addition to reviewing the application materials, employers may also conduct a background check or reference check. This check is done to verify the candidate's previous work experience and credentials. The background check may include criminal record checks, credit checks, and other investigations relevant to the job requirements.

Furthermore, pre-screening may involve testing the candidate's cognitive and technical abilities to evaluate their suitability for the job. For instance, the candidate may be asked to take a skills assessment test or complete a task that simulates the job duties.
Employers can identify the most qualified and suitable candidates by employing these methods. Not only will this save time and resources in the recruitment process, but it will also aid you in making better hiring decisions that align with the company's needs and goals.

## Benefits of digital pre-interview screening

Over the years, technology has rapidly advanced, greatly simplifying our daily work routines. Incorporating digital screening features into our workflow can yield faster and more reliable results, with consistent criteria for measuring accuracy. This approach saves time and costs and ensures that results are accurate, enhancing the efficiency of our work processes.

Let’s take a deeper look at the benefits of switching to digital screening:

### Saves time 

The digital pre-interview screening process saves countless hours of manual work and improves the accuracy of results. This can save time for both the employer and the job applicant by quickly identifying unsuitable candidates and allowing more time to be spent on the most promising candidates.

### Cost savings 

Pre-interview screening can also save costs by reducing the number of candidates that need to be invited for an in-person interview. This eliminates hours of tedious interviews with unqualified candidates.

### Instant feedback 

By conducting screening tests online, you can receive automated feedback in real-time. This will result in eliminating the manual sifting through countless pieces of paperwork.

### Improved hiring quality 

Asking the right questions allows you to identify qualified and compliant candidates for the job, removing the risk of negligent hiring. Pre-interview screening can also help ensure consistency in the hiring process and reduce the risk of bias or discrimination.

### Reduced employee turnover 

Asking various questions about skills and company culture will allow you to identify employees who will thrive in their roles and at your company. 

In conclusion, a well-structured hiring process is essential for the long-term success of any company. By leveraging technology and streamlining the hiring process, companies can save time, reduce costs, and ensure the right candidate is selected from the outset. Probably the best benefit is that you will promote long-term organisational success. 

![Pre-screening interview questions are filled remotely on a laptop by a job seeker..jpg](https://storage.googleapis.com/lnd-web-cms/Pre_screening_interview_questions_are_filled_remotely_on_a_laptop_by_a_job_seeker_0c8b751a92/Pre_screening_interview_questions_are_filled_remotely_on_a_laptop_by_a_job_seeker_0c8b751a92.jpg)

## Lesson Desk Screening

[Lesson Desk](https://www.facebook.com/lessondesk/) offers a comprehensive [journey](https://www.lessondesk.com/journey) for employers. It consists of Screening, Onboarding, Formal training, Surveys, Peer reviews, and Exit interviews. All of the above will help employers conduct an effective and seamless recruitment and training process. 

The digital Screening feature is available on the [Lesson Desk Head Office portal](https://www.lessondesk.com/solutions/head-office). This digital screening feature allows recruiters to create custom screening tests and upload job vacancies to assess potential candidates. In addition to filtering through numerous CVs, this feature enables employers to evaluate a candidate's skills, aptitude, and cognitive traits. The above will aid you in determining a potential candidate's suitability for a specific job. 

This process eliminates the need for manual reviews and enables employers to identify the most qualified candidates before initiating the interview process. The process is equally user-friendly for job seekers, who can easily create an online profile, complete all assessments, and upload any necessary documentation.

See our Screening feature in action and secure your free demo with one of our Learning and Development Specialists. Contact us at learn@lessondesk.com or click [here](https://www.lessondesk.com/contact) to complete our online contact form.



Recruiter typing on a keyboard, using digital pre-interview screening to search for ideal job candidates.

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Recruiter typing on a keyboard, using digital pre-interview screening to search for ideal job candidates..jpg

All you need to know about Digital pre-interview screening. Learn how screening can save you time and money and help to recruit the best candidate for the job.

What is pre-interview screening, and why is it important? 

Effective communication in a business is, without a doubt, one of the most critical factors that can influence a business's performance!

Business communication is the exchange of information within and outside of organisations. In a business environment, we purposefully communicate to achieve business objectives. Communication in a business involves the transmission or exchange of messages, ideas, and information. This takes place between individuals or groups of individuals within an organisation. Furthermore, it also takes place between organisations and their customers, suppliers, or partners.

Business communication can present a challenge for various reasons. Firstly, it involves effectively transmitting intricate information. Secondly, one needs to transmit the information in a manner that is easy to comprehend. Thirdly, it needs to account for various viewpoints, cultural disparities, and comprehension levels.

Failure to communicate effectively can result in misinterpretations, mistakes, holdups, disputes, and missed prospects. This can harm productivity, earnings, and reputation. In addition, employees may hesitate to communicate openly with their managers, fearing their feedback may be unwelcome. This lack of trust and openness can raise numerous concerns. In fact, it can pose a risk to the company if constructive and transparent communication channels are not established.

Improving business communication can help companies overcome these challenges and achieve better outcomes. By creating an open, honest, and effective communication culture, businesses can build trust, improve relationships, and enhance collaboration among employees, customers, suppliers, and partners. Effective business communication can also help to promote innovation, problem-solving, and decision-making. The above will ultimately lead to better business outcomes and overall success.

## What is effective communication in a business?

In a business context, effective communication involves the ability of individuals or teams to convey information, ideas, and feedback clearly and concisely. It plays a critical role in building strong relationships with clients. Moreover, it fosters collaboration within teams and drives productivity and performance. Listening actively and using clear and concise messaging is essential to achieve effective communication. In addition, you need to establish a feedback loop that promotes open and honest dialogue. It is also crucial to consider the context of communication. Include different channels and styles that may be more effective for formal presentations, team meetings, or one-on-one conversations. 

Ultimately, effective communication in a business aligns with the organisation's goals and values. It enables individuals and teams to work together towards shared objectives. Improved teamwork should result in improved employee engagement, enhanced collaboration, and increased productivity.

Businesses can cultivate effective communication within their organisation by utilising surveys and peer reviews. Subsequently, this should lead to greater success and growth.

There are various types of business communication and a multitude of ways to improve it. We at [Lesson Desk](https://www.facebook.com/lessondesk/) will focus on surveys and peer reviews and explain how they can enhance listening and communication skills between employees and employers. Surveys and peer reviews are powerful tools that can help companies cultivate a culture of open and honest communication. The company can expect improved collaboration and increased productivity due to the effect of using these tools.

## Why use surveys as a medium of communication in a business?

Surveys are an indispensable resource for businesses seeking to gain a deeper understanding of their employees' experiences in the workplace. These versatile tools provide an effective means of collecting feedback and insights on various topics. These topics can include employee satisfaction, workplace culture, and job performance. With the ability to ask targeted questions and generate actionable data, surveys can help companies identify areas of strength and weakness. Another critical point is that it can also uncover any communication or collaboration issues that may exist.

By leveraging the insights gleaned from surveys, your organisation can make informed decisions and develop targeted strategies to enhance employee engagement. Furthermore, you can foster positive workplace relationships and improve team dynamics. Surveys can also help organisations monitor progress over time and evaluate the effectiveness of any implemented changes or initiatives. As such, surveys are an invaluable means of promoting a culture of continuous improvement and growth within an organisation.

Moreover, surveys are particularly valuable as they provide an opportunity for employees to voice their opinions and perspectives safely and anonymously. Companies can create a more inclusive and supportive work environment by ensuring that employees feel heard and valued. This can lead to increased job satisfaction, reduced turnover, and improved overall performance. Overall, surveys are a powerful tool for businesses seeking to improve communication, build stronger teams, and enhance their bottom line.

![Two people discussing a peer review which will be used as a tool to enhance communication in their business..jpg](https://storage.googleapis.com/lnd-web-cms/Two_people_discussing_a_peer_review_which_will_be_used_as_a_tool_to_enhance_communication_in_their_business_7a52cca14c/Two_people_discussing_a_peer_review_which_will_be_used_as_a_tool_to_enhance_communication_in_their_business_7a52cca14c.jpg)

## Why use peer reviews as a medium of communication in a business?

Peer reviews are a valuable means of fostering effective communication in the workplace and enhancing employee development. They encourage employees to offer feedback and input on their colleagues' work. This creates a culture of transparency, respect, and collaboration. By soliciting input from peers, employees gain a better understanding of their strengths and weaknesses. They also learn how to work more effectively with others. Peer reviews can also help identify growth and development opportunities and support employees in achieving their goals. 

Additionally, peer reviews can serve as a platform for sharing best practices and knowledge, creating a learning culture that benefits everyone. By providing constructive feedback and support, employees can work together to achieve shared objectives, cultivate a culture of growth, and develop strong working relationships. Moreover, receiving feedback from peers can improve overall performance, build confidence, and increase job satisfaction. Overall, peer reviews are an effective tool for promoting open and honest communication, strengthening teamwork, and enhancing professional development. The use of this tool will lead to improved outcomes and overall success for the organisation.

![A woman completing a survey aimed to cultivate effective communication in a business..jpg](https://storage.googleapis.com/lnd-web-cms/A_woman_completing_a_survey_aimed_to_cultivate_effective_communication_in_a_business_0fe2d0f791/A_woman_completing_a_survey_aimed_to_cultivate_effective_communication_in_a_business_0fe2d0f791.jpg)

## Cultivating effective communication in a business with surveys and peer reviews

To make the most of surveys and peer reviews, companies need to ensure that they are used structured and systematically. This means setting clear objectives and guidelines and ensuring that all employees are aware of the purpose and goals of the process. Companies should also provide training and support to ensure that employees are equipped with the skills and knowledge needed to provide constructive feedback.

In addition, it's important to ensure that the results of surveys and peer reviews are communicated effectively to all employees. By sharing the feedback and insights gathered through these processes, companies can create a culture of openness and transparency and foster a sense of shared ownership and accountability.

Overall, surveys and peer reviews are powerful tools that can help businesses cultivate effective communication and collaboration within their organisation. By using these tools in a structured and systematic way, companies can identify areas of strength and weakness, provide constructive feedback and support, and build a culture of transparency, openness, and accountability. By investing in effective communication practices, businesses can improve employee engagement, boost productivity, and achieve long-term success.

## Lesson Desk Surveys

[Lesson Desk’s digital Surveys](https://www.lessondesk.com/journey#surveys) are a powerful tool for businesses to gather feedback from their employees. With [Lesson Desk](www.lessondesk.com), companies can create custom surveys and distribute them easily. These surveys will allow them to gather valuable insights that can help them improve their operations, customer experience, and employee satisfaction. The platform provides a range of question types and customisation options. Businesses can therefore tailor their surveys to meet their specific needs.

The data collected from the surveys can be analysed through Lesson Desk's reporting features. This provides powerful visualisation tools and analytics to help businesses make data-driven decisions. With Lesson Desk surveys, businesses can establish an open communication channel with their employees. They can use the feedback to drive improvement, foster a culture of continuous learning, and cultivate effective communication within the business.

## Lesson Desk Peer Reviews

[Lesson Desk's digital Peer review](https://www.lessondesk.com/journey#peer-reviews) feature is a valuable tool for businesses to gather feedback from colleagues and supervisors within an organisation. Peer reviews can be customised to meet a company's unique needs. It allows businesses to collect feedback on specific skills, competencies, and overall performance. The platform allows employees to provide feedback anonymously, promoting honest and constructive feedback. Peer reviews can be conducted on a regular basis, enabling companies to track progress and development over time.

The feedback collected from peer reviews can be used to identify improvement areas and develop personalised training plans, helping employees grow and develop within the company. By fostering a culture of continuous learning, peer reviews can also help to build trust and collaboration between team members while encouraging open communication and effective feedback loops.

If you're interested in utilising Lesson Desk's Surveys and Peer reviews for your business, get in touch with our team of Learning and Development specialists to schedule a free demo. You can reach them at learn@lessondesk.com and they will be delighted to assist you in fostering effective communication within your organisation.


People in a meeting with smiles on their faces. Their friendly faces show that there is effective business communication.

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People in a meeting with smiles on their faces. Their friendly faces show that there is effective business communication..jpg

Learn why Lesson Desk's surveys and peer reviews are powerful business communication enhancement tools.

How to cultivate effective communication in a business

[Lesson Desk](www.lessondesk.com) will discuss the importance of well-constructed questions for exit interviews in this article. We also shed some light on the benefits of a well-planned and well-executed exit interview.

An [exit interview](www.lessondesk.com/journey#exit-interviews) is crucial to an employee’s departure from a company. It is a formal conversation between an outgoing employee and a company representative, often a human resources (HR) professional. Employers typically use exit interviews to discuss the employee’s experience with the company and their reasons for leaving. What is the main objective of an exit interview? The human resources department typically uses it to gather valuable feedback and insights from resigned employees. The information the Company obtains can help improve its workplace. With an improved workplace, they can retain future employees much better.

Furthermore, exit interviews can allow the exiting employee to express their thoughts and opinions on the company. In return, the company will give the exiting employee feedback on their performance.

![An employee sitting in front of an interviewer answering exit interview questions..jpg](https://storage.googleapis.com/lnd-web-cms/An_employee_sitting_in_front_of_an_interviewer_answering_exit_interview_questions_cdb83c2529/An_employee_sitting_in_front_of_an_interviewer_answering_exit_interview_questions_cdb83c2529.jpg)

## Why is it crucial to have well-constructed questions for exit interviews?

Exit interviews offer a platform for employees to provide honest feedback on their time with the company. Their feedback can include information on things that work well and things to improve. The company can use the feedback to make the required changes. Their changes can improve the work environment and retain future employees.

Additionally, exit interviews can help identify any potential legal issues, such as discrimination or harassment, and provide a means to address these before they escalate. Furthermore, they can provide closure for the departing employee and help to maintain a positive relationship with the company even after their departure. In summary, exit interviews are a valuable tool for companies. They can use it to gather information, improve the workplace, and foster positive relationships with their employees.

## How to conduct the best exit interviews 

It is important to note that the employer should conduct exit interviews in a neutral manner. Moreover, the questions for the exit interview should be non-confrontational. The interviewer should always conduct the interview in a non-confrontational manner. In addition, the interviewer should consistently keep the aim of the interview in mind. Always aim to gain valuable insights that can help improve the company culture and employee experience.
Conducting an exit interview can be a challenging experience for both the departing employee and the interviewer. While the employee may have mixed feelings about their time at the company, the interview can be viewed as a valuable opportunity for growth and improvement. 

Here are five tips for conducting a successful exit interview:

### 1. Preparing questions for exit interviews

We at [Lesson Desk](www.lessondesk.com) already shared some information on the importance of well-constructed and proper questions for exit interviews. Before conducting the exit interview, it is important to prepare the questions for the exit interview and the format for the conversation.

Your questions should be designed to cover the following aspects at least. Firstly, you need to uncover the reasons behind the employee’s departure. Secondly, you need to assess their overall experience with the company. Thirdly, aim to gather insights on areas where the company can improve. We will share more information regarding exit interview questions later.

### 2. Timing 

Exit interviews should be conducted as close to the employee’s last day as possible. This ensures that the employee’s memories of their experience with the company are still fresh. As a matter of fact, the right timing ensures that they’re less likely to be influenced by their next job. In addition, this will also allow the employee to provide honest and open feedback without fear of retaliation.

### 3. Privacy and tone of the interview

Since interviews are normally stressful, the exit interview should be conducted in a private and confidential setting. After all, the employee should feel comfortable expressing their thoughts and opinions. This helps to ensure that the employee is truthful and provides valuable feedback.

Keep in mind that the questions for exit interviews have the potential to stress the person being interviewed. The interviewer should structure the questions in such a way that it sets a relaxed tone.

### 4. Active listening 

The person conducting the exit interview, usually an HR professional or a senior manager, should actively listen to the employee. A skilled interviewer should always show empathy and understanding. As a result, the interviewer will create a positive atmosphere. This, in turn, will encourage the employee to be open and honest.

### 5. Use a well-trained interviewer

By now, it should be clear that it is not only well-structured exit interview questions that are important but also how the interview is conducted. Ensuring that the person conducting the exit interview is professionally trained and equipped to handle the conversation effectively is essential.

![A notepad with a heading and numbers list, that will be used to create a list of questions for exit interviews..jpg](https://storage.googleapis.com/lnd-web-cms/A_notepad_with_a_heading_and_numbers_list_that_will_be_used_to_create_a_list_of_questions_for_exit_interviews_5b5ca54815/A_notepad_with_a_heading_and_numbers_list_that_will_be_used_to_create_a_list_of_questions_for_exit_interviews_5b5ca54815.jpg)

## Types of exit interview questions to ask 

When conducting an exit interview, it’s essential to ask the right exit interview questions to gather as much valuable information as possible. Here are some topics to cover and some types of questions to ask:

### Reasons for leaving 

This is an important question to ask, as it will help the company understand why employees are leaving. Furthermore, you will discover which specific factors influence their decision. The company can then use this information to help formulate actions that will improve processes and culture.

### Work environment  

Questions about the work environment can help the company identify areas that need improvement. You can include questions about the culture, leadership, communication, and the level of support they received from their team and management. In addition, you should also enquire about the employee’s satisfaction with their physical work environment.

### Career development 

Questions about career development can help the company understand what employees value in their careers and what they are looking for in a future job. The employer can use this information to identify shortcomings and create career development opportunities that appeal to employees.

### Feedback on performance 

This is an opportunity for the employee to provide feedback on their performance and also to receive feedback from the company. The feedback the interviewer gives the employee can help him/her understand his/her strengths and weaknesses. In like manner, the feedback given to the company by the employee can help the company identify areas needing improvement.

### Opportunities for improvement 

This type of question can help the company identify areas that need improvement. It is important to ask open-ended questions, as this will allow the employee to provide specific and detailed feedback.

### Ask for any additional feedback 

By openly inviting feedback, businesses demonstrate a genuine interest in making improvements and creating a positive work environment. The information gathered during an exit interview can highlight improvement areas and help address any recurring issues before they escalate. Ultimately, conducting compelling exit interviews can help to retain current employees and attract new talent by creating a positive workplace culture.


An interviewer running through a list of questions for an exit interview

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An interviewer running through a list of questions for an exit interview.jpg

An exit interview is a crucial part of an employee’s departure from a company. Using well-constructed questions for exit interviews is essential.

The importance of selecting appropriate questions for exit interviews

As the importance of upskilling employees continues to grow, it’s a sad reality that most small businesses struggle to provide sustainable workplace training programmes due to financial constraints.

Lesson Desk, a South African online end-to-end training platform, has launched a new initiative to promote learning and development within small businesses by making their self-managed learning management system (LMS) and selected formal training solutions available at no cost.

Ensuring your employees are equipped and knowledgeable to perform their duties is incredibly important for any business. The sum total of a workforce’s knowledge and ability is what ultimately drives companies to succeed and create a sustainable future.

Because untrained employees can affect your bottom line, your staff is one of your most valuable assets. Keeping them continuously skilled in the tools and competencies needed to perform their job will create confident, efficient, and empowered staff members, which in turn will help ensure customers keep returning to your business and can also help increase employee retention and overall production—accelerating business growth.

Lesson Desk’s Small Business Support Programme will provide businesses with fewer than 30 employees free access to their LMS, virtual training and individual training solutions, which enables business owners to create and distribute custom standardised training programmes, allowing employees to complete job-specific training at their own time and pace, and in their native language while also optimising and streamlining processes through the power of digital technology.

To apply for this support programme, please visit [www.lessondesk.com/small-business-support-programme](https://www.lessondesk.com/small-business-support-programme) or email learn@lessondesk.com. Alternatively, contact them at +27 21 521 3850 or send a WhatsApp to +27 66 125 9469.



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Lesson Desk has released a brand-new digital screening feature to streamline your recruitment process. We know that screening is a crucial part of the hiring process, but not everyone knows how powerful it can be when conducted correctly. Screening is often mistaken for filtering through résumés and evaluating job applications. Recruiters often overlook the testing part of screening and how vital it is in determining whether a candidate meets the qualifications, knowledge, and experience needed to be successful in the position. Testing can include conducting various logic, aptitude, and skill-specific tests to see if candidates are competent to perform the tasks required.

Although candidate testing is a necessary first step in the recruitment process, many companies still prefer to "save time" by manually scanning through CVs and moving straight to interviews, unaware that this could prolong the process. In reality, you can't determine a candidate’s suitability without proper skill tests. Our digital screening solution allows you to test and filter through candidates seamlessly in a fraction of the time.

# How does [Screening](https://www.lessondesk.com/journey?section=screening) work?

Screening forms part of Lesson Desk's comprehensive [Journey](https://www.lessondesk.com/journey), which also includes Onboarding, Formal training, Surveys, Peer reviews, and Exit interviews. Each phase is carefully designed to help employers conduct an effective and seamless recruitment and training process.
Our Screening feature can be accessed on the Lesson Desk Head Office portal, where recruiters can create screening tests and upload vacancies to evaluate potential candidates.

Apart from sifting through hundreds of CVs, this feature provides you with the tools to create a screening process with customisable tests to assess skills, aptitude, and cognitive traits to determine a candidate's suitability. Here, you really put your candidates to the test to see if they’re capable of performing all they proclaim. This eliminates tedious manual reviews and helps you identify the right candidates before starting the interview process. 

The process is equally seamless for job seekers, who simply need to create a profile online to complete all assessments and upload all required documentation.

# Benefits of digital screening:


## Saves time
The digital screening process saves countless hours of manual work and improves the accuracy of results.

## Instant feedback
By conducting screening tests online, you can receive automated feedback in real-time.

## Improved hiring quality
Asking the right questions allows you to identify candidates who are qualified and compliant for the job, removing the risk of negligent hiring.

## Reduced employee turnover
Asking various questions about skills and company culture will allow you to identify employees who will thrive in their role and at your company.

See our Screening feature in action and secure your 1-month free trial by booking a free demo with one of our Learning and Development Specialists. Contact us at learn@lessondesk.com or [click here](https://www.lessondesk.com/contact) to complete our online contact form.



We understand that traditional group training can be challenging, especially if employees are situated across multiple locations. Therefore, we are excited to introduce Group Global, our newest innovative training solution integrated into our learning management system.

Group Global provides you with all the benefits of Lesson Desk’s traditional Group training solution; simultaneously training learners, automatically evaluating assessments, and removing the need for tedious paperwork.

Group Global is designed for companies with both remote and in-house teams, enabling you to train multiple learners live from anywhere. This gives you and your learners more flexibility when it comes to upskilling and educating them on how to perform effectively and up to standard. Examples can include educating global sales and retail teams on new products, or training teams on new software packages. The possibilities are endless.

## How does Group Global work? 

Group Global allows you to simultaneously train groups of learners without the need to be in the same location. This solution does not require any additional hardware; learners only need a computer and smartphone to digitally participate in group training sessions.

Learners can participate from anywhere in the world while still interacting with facilitators through virtual sessions in real time. Assessments will intermittently appear on-screen, which learners will answer by using their smartphones. Ultimately, this is the ideal group training solution for learners who are often out of the office.

## The benefits of Group Global:
 
**Compatible with Class Manager and other screen-sharing applications**

The flexibility of training delivery methods enables you to accommodate learners anywhere in the world, thereby shortening training cycles.
 
**Cost-efficient**

With remote training, your employees can train regardless of where they are located, saving you money on travel and training venue expenses.

**No additional hardware or equipment is needed**

Simply schedule your training via your computer and you’re good to go! 

**Transform smartphones into Markers**

Students can scan QR codes to link their phones to their profiles and answer questions as they appear during the lesson.

**Instant results**

Identify knowledge gaps quickly and efficiently with instant access to learner assessment results.

**Insightful statistics**

Extract meaningful reports on learners, training and participation statistics.

To learn more about Group Global or to schedule a free demo, contact our learning and development specialists at [learn@lessondesk.com](learn@lessondesk.com).


Our workforce is made up of a variety of generations, each with its own likes and dislikes, differences, and characteristics. Similarly, when it comes to their preferences for upskilling and development, these too vary. 

According to [Generational Insight](https://cammarston.com/), Baby Boomers value one-on-one training suggestions and find training provided by a qualified professional to be more credible than digital forms of training. In fact, many Boomers are more comfortable using technology for its main features, such as basic communication via email or phone calls. In addition, teamwork is important for Boomers as it unites individuals by working together towards the company’s goals and objectives.

On the other hand, Generation X loves flying solo when it comes to performance and focuses on efficiency as the top goal. Gen Xers prefer open and transparent lines of communication and flourish on knowledge and feedback, creating a need for quick and constant streams of information as soon as it is available. Generation X embraces technology and utilises its benefits.

Much like Gen Xers, Millennials require constant communication and feedback and lean on accomplishments and achievements to boost their self-esteem. They are completely tech-savvy and rely heavily on technology to perform their everyday duties. While Millennials love to claim their own standing in the hierarchy and their successes, they gravitate towards their peers and being involved.

Generation Z functions with short bursts of information (think Instagram or TikTok) and can switch from platform to platform continuously in a short span of time. They seek information at their fingertips and know where to find it – they practically grew up with technology. Gen Zers are usually confident when working independently and have to solve problems and seek information on their own.

The predicament thus comes in when the question is asked, “How do we solve everyone’s training needs with one solution?” The answer is that you can’t—why is why a blended learning approach is your best bet.

A blended approach to learning is when a hybrid model of both traditional training and [online training](http://www.lessondesk.com/) is used. For example, using both [face-to-face](https://www.lessondesk.com/solutions?section=classManager) training sessions along with [online learning experiences](https://www.lessondesk.com/solutions?section=individual).

Traditional training sessions are vital for one-on-one connections, creating a human aspect to build connections, answer questions, and explain information, et cetera. Traditional training also facilitates group interactions, opening communication lines and enabling knowledge-sharing.

The benefits of [e-learning](https://www.lessondesk.com/news/article/622b3994c9d5b8001a77c7ea/the-benefits-of-elearning-training-and-development-in-the-workplace) include enabling upskilling to happen faster by being readily available and easily accessible online, training isn’t limited to a room with a projector—it can be taken anywhere, information is provided in smaller chunks, and at the end of the day has less operational costs than traditional learning. 

In very niche companies, the exclusive use of a traditional training approach might be successful due to the homogenous workforce. However, for many other multigenerational companies, a blended approach has shown to be the most popular method of upskilling.

Providing training in both a traditional and digital approach can reinforce employee engagement and retention by combining different delivery methods. By engaging more than one sense when learning, a learner can better process and retain information.

Blended learning is not only beneficial when it comes to optimising the training experiences for your [employees](https://www.lessondesk.com/news/article/6172717eae7823001a04da32/developing-employees-true-potential-with-an-employee-training-system) but it also enables them to get the most out of training sessions, allowing them to demonstrate their new newly acquired knowledge in the workplace more quickly and confidently. 

Lesson Desk can help you implement a blended approach to your training programme by combining the benefits of traditional learning with those of online learning. Our solutions are easy to implement and use across all industries and business sizes, creating a more engaged and effective workforce. 

Contact us today to learn more about our range of [end-to-end solutions](https://www.lessondesk.com/journey) as well as the delivery methods thereof.


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We offer staff training solutions for your business. Lesson Desk provides in-person and online training for businesses to upskill their employees.

Blended learning: the path to staff training success

With the continuous advancement of educational technology, online platforms have become just as popular, if not more, as face-to-face education in South African schools.

The flexibility that [online courses](https://www.lessondesk.com/staff-training-courses) and distance education offer is now more attractive since people can fit it into their schedules as it suits them rather than having to work around a fixed schedule.

## **What is online learning, and why do people struggle with it?**

[Online learning](https://www.lessondesk.com/e-learning), also known as e-learning, refers to the basic education provided on an online platform, usually requiring internet access. This type of learning has become extensively popular over the years as it enables users to obtain higher education and reach academic goals by completing distance e-learning courses in all the subjects they are interested in.

Although many find new technologies, such as e-learning solutions, convenient, it is not without its difficulties. To help you, we have compiled a list of the most common challenges and how to resolve them:

## **Limited access to internet connectivity**

Many individuals experience unstable networks due to the increased rate of online activity. Apart from platforms being overloaded with users, many South African citizens are also experiencing load shedding (the reduced supply of electricity to avoid overloading the generating plant), which means they do not have access to WiFi. This causes a problem as not everyone has reliable mobile devices with data bundles that can provide them with access to the internet anytime.

**Solution**: As long as everyone goes online, little can be done to resolve the network problems. However, this challenge can be resolved by investing in a platform that allows content to be downloaded and completed without internet access.

## **A lack of computer skills**

It is not uncommon for students and instructors alike to be affected by a lack of computer literacy. Due to the lockdown period during the coronavirus pandemic, the dependency on technology unexpectedly increased quite dramatically, and there was little time to prepare for the sudden influx of online platforms.

**Solution:** The best way to overcome a lack of knowledge you may have of computers is by using an easily accessible and user-friendly system. An effective learning management system is developed to be clear, easy to navigate and provide seamless training without any room for confusion. 

## **Lack of discipline and self-motivation**

Research has shown that many individuals find it difficult to learn online due to a lack of accountability and motivation. This results in many people not completing their online training. 

**Solution:** One of the best ways to keep learners interested in completing their training is by providing engaging and interactive content and e-learning courses. You can address this challenge by providing customised content that can support learners' skills development. Educators and facilitators can also use digital technologies that allow them to monitor and track the learning progress.

## **Differing learning styles**

It is no secret that a plethora of different methods of learning and providing education exists. However, it is important to understand that not everyone prefers the same approach. Some students might enjoy more traditional methods, such as in-class teacher training and textbooks, while other students might prefer e-learning solutions like online live lessons, recordings, and videos. The list is endless. Although some learners may be able to adapt more easily to a new teaching and learning style, others may struggle and become less confident in their skills, reducing the effectiveness of the training. 

**Solution:** Understanding your learners' learning styles is key to achieving an optimal learning environment and outcomes. Once you understand your learner training needs, it is easier to browse through learning management systems and select a platform that allows you to adjust tailored content to meet those needs.

## **Technical problems**

Everybody has experienced a computer crash or software malfunction at some point in their life, usually at the most critical time. Unfortunately, this issue may prevent you from being able to log in or complete training. 

**Solution:** Using a learning management system that can be accessed from various devices to complete assignments and online classes allows you to have multiple points of access to mitigate the difficulties that come with technical issues. 

## **Poor time management**

Students often struggle to balance the many tasks that they are faced with daily, which prevents them from making adequate time for online education and training.

**Solution:** By offering micro-learning courses, learners can complete the learning material at their own pace without committing to it for hours. This allows them to easily fit training into their busy schedules. 

## **Utilising poor learning management systems**

Facilitators face many obstacles when their learning management system does not permit them to track progress, grade assignments, and manage e-learning courses.

**Solution:** Seamlessly manage and monitor students with educational technologies and other innovative approaches.

If you are looking for a [solution](https://www.lessondesk.com/staff-training) to provide hassle-free, [digital learning](https://www.lessondesk.com/employee-training) to your employees, or if you wish to expand your content library, contact our learning and development specialists at [learn@lessondesk.com](https://www.lessondesk.com/contact) today to request a free demo. You can always turn to our team for support and guidance as you use technology to provide higher education. Alternatively, you can learn more about all that Lesson Desk's digital solutions can offer by visiting our [website](https://www.lessondesk.com/). 

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E-learning South Africa: Lesson Desk's innovative training solutions provide you with effective solutions to e-learning's most common challenges.

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