Selection Process
The selection process for the candidates will consist of four stages that will help to narrow down the pool of applicants to find the best candidate for the positions. The four stages will include the preliminary interview, the selection test, the employment interview and the reference checks. Through this process, the knowledge, skills, attitude, competence and fit with the organization will be assessed reasonably.
According to Lussier and Kimball (2014), the preliminary or screening interview is an effective way of identifying promising candidates and save time for the recruiter in later stages. The screening interview may be conducted online to save further time. Candidates who pass the screening test will be required
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Since the Benefits, Wellness and Accessibility Officer position is a junior-level position, the candidate will be required to learn most of the skills and competencies on the job. Thus, these tests will assess that capacity effectively.
Characteristics of an Excellent Resume
An excellent resume stands out against a poor one because of its relevance, organization and persuasive appeal. According to Guffey and Almontey (2010), an effective resume presents the qualifications and experience of the applicant in the most persuasive organization, which may be chronological or functional, or a combination of both. Thus, the choice of organizational style should be appropriate for the type of organization and the nature of the position being sought by the applicant.
An excellent resume saves the time of the reader by orienting him or her immediately to the purpose of the resume. Krizan et al. (2011) explain the importance of beginning the resume with a summary statement that presents the qualifications, accomplishments or major achievements of the applicant briefly. This gives the applicant the opportunity to present the most attractive aspects of their profile before the recruiter.
Inserting the address and contact information is an important part of the resume. Moreover, if the resume extends to beyond a single page, the contact information should be
Monster (2017) describes a CV as a summary of one’s career history, personal skills, hobbies and interests. A view supported by (Innes 2012) who also highlights the importance of presentation as well as content. Presentation is a key aspect of CV writing due to the limited time employers will spend deliberating over it, an argument confirmed by (Bright and Earl 2010). Whilst presentation is an important part of a CV it is vital that content is as meaningful as it is well presented. A CV is much an advertisement as it is an application, the sole purpose although to inform is to convince the reader of their suitability for the role (Bright and Earl 2010).
Prior to the start of WRT-382, I had put little thought into my resume and cover letter. I didn’t realize that hiring employers spend less than a minute on each applicant’s resumes. I understand now that there has to be a clear and consistent theme to market and brand yourself. I also know now that having a skimable resume can make you seem more appealing than others even if they are more qualified. After learning about the components of a professional portfolio, I have learned how to condense my qualifications while modifying them to the specific employer.
During this article Urschel explains how in reality when an employer looks through a resume and how to make a resume stand out to an employer. Urschel explains how applications and resumes are sorted and tracked in both larger companies verses smaller businesses. He also gives four very precise ways to make a resume stand out to an employer. Urschel also explains that when an applicant is creating their resume they need to remember to look at their resume from the employer's perspective. By explaining all of these different parts of how applicants are chosen will help the report when explaining how to create a
Pre screening can be the best way to determine if a candidate qualifies for a face to face interview
Picture yourself as an employer, you have a huge stack of resumes on your desk and you’re trying to fill one position. You find most of the resumes you’ve read so far are full of information that have nothing to do with the position you’ve advertised to be filled. Is it really best to put down every little bit of experience that you’ve had in your life on a resume? How long would that resume be? Picture yourself as the employer and you want to hire someone for a job as a trail supervisor’s assistant. Would you want to know about every detail a person has experienced in their lives? Even when they flipped burgers in a restaurant when they were 16? Does that really pertain to the position advertised? (Look for objective answers
The most common selection process is an interview. The interview is a chance for the applicant to sell themselves and for the organisation to learn more about the applicant as the information on application forms and CV’s are limited. A benefit of interviewing is to see how the applicant responds under pressure and on the spot.
When an individual prepares for a job application, one must plan to develop a successful resume. Employers base their hiring process on both skills and attributes. To complete an effective resume, one needs to be knowledgeable and credible when designing an outline to evaluate one’s self. An individual must self-examine one’s interest, abilities, and attributes. These are key factors in accomplishing a favorable outcome for one’s resume.
For this assignment I will be conducting a job analyze for a plumbers position. I will be also making a selection protocol to recruit the right employee. In order to do a job analysis the methods that I will use will be the methods job components inventory, and position analysis questionnaire. Then compare it to the O*NET Online. Then I will construct an applicant selection protocol.
Throughout the last few weeks, I got to see how my writing of résumés and statements of purpose grew and developed over the course of the writing process. I have gained the skills to effectively identify my audience, correctly design and organize statements of purpose and résumés, what content belongs in each, what type of language to use based off the document, audience, and prompt, and what conventions to use to best style it and communicate my points.
It sounds so simple but First and foremost, you should know what the company looks for in a qualified candidate. This enables you to position yourself as the best candidate for the position.
Every resume needs good content and a good design. Draw recruiters in with the design, then WOW them with your skills and experience. But you need both to make a good resume, not just one or the other.
In the creating your resume, I learned about what a resume is, what a resume should look like, what you should do to prepare to write a resume, and what your resume should consist of. A resume is a universal job hunting and marketing tool that consists of a snapshot of your relevant qualifications. It should be one to two pages free of spelling and grammar errors. It should be easy to read and relevant because on average an employer
It is difficult to choose the right candidates from the applicants who have applied for the vacancy, Screening is the most important part of the selection process. This helps to makes sure that the selected candidates are the right fit for job requirements.
For many years companies have depended on three basic tools, such as résumés, interviews and references to gather qualified candidates. These sources are commonly used in a day to day basis but have proven to be inadequate for consistently selecting good employees. When it comes to hiring and selecting you want to use productive tools to help determine the best decision possible. Using the incorrect tools to hire and test potential candidates causes employee turnover and retention. Companies need to understand what pre-employment assessments are and why they are effective. I will be discussing the best means of hiring and testing new employees. Exploring what other companies are doing in hiring and testing, accessing the positives and negatives of each, and lastly offering recommendations to our department.
Once applicants with realistic job expectations are recruited the actual selection process starts. Selection is the process of choosing from a group of applicants the individual best suited for a particular position and organization (Mony, Noe & Premeaux, 2002, p. 175). The recruitment process is very important for this because