The process of selecting and recruiting candidates may be more or less complex, and it may include any of the following activities:
- Collecting and screening resumes and online applications
By going through received CVs or online applications, the employer seeks for key information related to the candidates’ work experience, skills and education.
- Telephone interview
If a certain job advertisement attracts a bigger amount of applications, the employer may decide to first conduct telephone interviews with a larger number of applicants. This step would enable the employer to select those candidates who meet the best the necessary requirements and possess desired qualifications for the role and based on that invite to the interview. Also, this is a good opportunity for candidates to receive more specific information about the position and to make sure that the role meets their interests and aspirations.
- Video interview
An employer may ask you to record a short video of yourself in which you’ll answer some questions prepared in advance. This method enables the employer to see and hear the candidates before he decides to invite them for an interview. Do not avoid such a form of ‘interviews’ because it is a good opportunity to present yourself in a good light. If you jitter in such situations, ask your friends to help you with this task.
- The interview 1-on-1
This is the most common method of interviewing candidates. At the first interview candidates usually talk with a person from human resources, responsible for recruitment and selection. If you are invited to the second round of interviews, you will probably have an opportunity to speak with the manager will be superior to a given position.
- Panel interview
Panel interview means simultaneously carrying out a conversation with more ‘examiners’ who alternately pose questions to the candidate.
- Cascade interview
Cascade interview presupposes series of 1-on-1 talks with different interviewers who ask various questions. The aim of this interview is to achieve a greater objectivity in evaluating candidates for a particular position.
Selection process often involves different types of testing. The tests can vary depending on the particular position. Most often examples are:
- Tests of knowledge (eg, knowledge of accounting procedures, knowledge of a foreign language …)
- Psychological tests (eg, logical reasoning, numerical reasoning test, mechanical comprehension tests, personality tests …)
- manual tests (simulating the performance of manual activities which the position includes – eg. Machine disassembly and reassembly),
- driving test.
- The Assessment Centers
The Assessment center represents a collection of various types of evaluation techniques in order to assess candidates’ suitability for a specific job. In order to gain a better insight into the candidates’ competencies, it is useful to complete gathered information through interviews with the other assessment techniques. Since the behavior in a particular work situation is the best indicator of personal competences, in addition to interviews, assessment center usually involves some simulations of work situations:
- group exercises (group discussion, role play)
- individual exercises (case studies, in-tray exercises, practice presentation).