100%(3)3 out of 3 people found this document helpful
This preview shows page 10 - 12 out of 28 pages.
Preliminary ScreeningOnce an employer has received what it considers sufficient interest in the position, therecruiter starts screening the applications or resumes determining which applicants tocontact for the preliminary screening interview. Employers of Marks and Spencer mustdetermine sufficient interest based on the number of applications or the amount of timethe job is posted. Many times, employers take down the job posting when they receive amanageable number of applications, such as 100, to review for a handful of qualifiedcandidates. Small businesses that don't have a lot of time to devote to screeningapplicants should screen based on discrete criteria, such as minimum number of years'experience or verifiable credentials. Preliminary screening is an effective method fornarrowing the selection to candidates who meet the basic requirements for the job.Telephone InterviewingUsed as a first-round interview, telephone interviews give recruiters an opportunity tofind out whether an applicant is still interested in the job. It also saves small Marks andSpencer the money and time of conducting face-to-face interviews immediately after thepreliminary screening step. A telephone interview also confirms whether the applicantUnit 3: Human Resource Management | BTECLEVEL 4Page 10
has the requisite qualifications. Following the telephone interview, the HR of Marks andSpencer typically selects the candidates who were able to articulate their skills andqualifications in a manner that meets the company's staffing needs.In-Person InterviewsFace-to-face interviews take time, which is one of the reasons the applicant pool shouldbe narrowed by conducting preliminary screening and telephone interviewing. Therecruiter is a conduit for providing the hiring manager with the best-suited candidates, aprocess that streamlines the selection process. For example, out of 10 applicantsinterviewed by phone, the recruiter should select three to four candidates. The hiringmanager further narrows the selection to two finalists. In a small business, although thehiring manager may be doing the work of a recruiter, best practices for HR selectionmethods dictate that at least one face-to-face interview be conducted before making adecision.Cultural Fit SelectionIn the third-round interview, often the decision round, the hiring manager asks questionsthat will help him determine which candidate fits the organizational culture.Qualifications aside, an important factor in the hiring decision is cultural fit. Cultural fitmeans the candidate's values align with the organization's values. It's a subjectiveanalysis, and one that hiring managers can only attribute to being a gut feeling, notobjective criteria.