Preliminary Screening Once an employer has received what it considers

Preliminary screening once an employer has received

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Preliminary Screening Once an employer has received what it considers sufficient interest in the position, the recruiter starts screening the applications or resumes determining which applicants to contact for the preliminary screening interview. Employers of Marks and Spencer must determine sufficient interest based on the number of applications or the amount of time the job is posted. Many times, employers take down the job posting when they receive a manageable number of applications, such as 100, to review for a handful of qualified candidates. Small businesses that don't have a lot of time to devote to screening applicants should screen based on discrete criteria, such as minimum number of years' experience or verifiable credentials. Preliminary screening is an effective method for narrowing the selection to candidates who meet the basic requirements for the job. Telephone Interviewing Used as a first-round interview, telephone interviews give recruiters an opportunity to find out whether an applicant is still interested in the job. It also saves small Marks and Spencer the money and time of conducting face-to-face interviews immediately after the preliminary screening step. A telephone interview also confirms whether the applicant Unit 3: Human Resource Management | BTECLEVEL 4Page 10
has the requisite qualifications. Following the telephone interview, the HR of Marks and Spencer typically selects the candidates who were able to articulate their skills and qualifications in a manner that meets the company's staffing needs. In-Person Interviews Face-to-face interviews take time, which is one of the reasons the applicant pool should be narrowed by conducting preliminary screening and telephone interviewing. The recruiter is a conduit for providing the hiring manager with the best-suited candidates, a process that streamlines the selection process. For example, out of 10 applicants interviewed by phone, the recruiter should select three to four candidates. The hiring manager further narrows the selection to two finalists. In a small business, although the hiring manager may be doing the work of a recruiter, best practices for HR selection methods dictate that at least one face-to-face interview be conducted before making a decision. Cultural Fit Selection In the third-round interview, often the decision round, the hiring manager asks questions that will help him determine which candidate fits the organizational culture. Qualifications aside, an important factor in the hiring decision is cultural fit. Cultural fit means the candidate's values align with the organization's values. It's a subjective analysis, and one that hiring managers can only attribute to being a gut feeling, not objective criteria.

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