Application Form
Curriculum Vitae (CV)
Letter of Application
Testing
Interview
Application Form, Letter and Curriculum Vitae:
All candidates are normally expected to either write a letter of application or, more usually to complete an application form drawn up by the firm. If the application is in the form of a letter, it is usually accompanied by a curriculum vitae. This information, together with commendations from people who axe able to support the application in the to of references obtained directly by the firm, then becomes the basis upon which the selection process rests.
The Shortlist:
The firm then starts c screening process by which candidates’ qualifications and suitability are evaluated. Information provided by the application form are looked at to determine whether each applicant meets the requirements of the post and a shortlist of candidates to he tested and/or interviewed is drawn up. It is this stage that candidates who it is felt do not satisfy the requirements of the vacancy are notified in writing by the firm.
Testing:
This may he done because initial application and interviews may not give them enough information about various aspects of an applicants ability, experience and personality. There are a number of different types of tests including Aptitude, Achievement and Attainment, Intelligence and Personality.
An Aptitude test is designed to show that an applicant has the basic mental and physical qualities required for success in a particular job. They are often used to help a business select people who have no previous experience of a particular job.
Achievement and Attainment tests are used to measure skills ready learned. EG: people applying for a secretarial post may be asked to do a typing test. Intelligence tests measure a persons INTELLIGENCE QUOTIENT (IQ). People whose score falls below a known minimum IQ for the job being filled would not be interviewed.
Personality Tests assess a persons emotional make tip. They attempt to predict an individuals behaviour under certain circumstances.
Interviews:
The first formal contact between the applicant and the interviewers will normally be at the interview. The purpose of an interview is primarily for the firm to make an assessment of the prospective employee's personality and fitness for c post, but it is also a valuable point at which the candidate can obtain fuller details of the job.
Interviews vary in type and may be with a few senior people or with a large panel of people.
Interviewee Techniques: These are the ways individuals should prepare for, carry out and follow up a job interview.
Preparation: background research on the company
phone to find out the interview procedure
Execution: listen carefully to questions and instructions
positive body language
Follow up: ask why you failed or succeeded at the interview stage
Interviewer Techniques: These are the ways that those who are carrying out the interview should prepare for, carry it out and follow up a job interview.
Preparation collecting written evidence in advance, such as an
application form, a CV and references
Agreeing area of questioning with the other panel members
Execution making the interviewee feel at ease
asking and following up on questions
closing the interview
Follow up giving prompt feedback to applicants