How to preselect candidates for a job in your company
Posted: Wed Dec 18, 2024 3:17 am
The selection process for a company can be somewhat complex. Nowadays, many companies are overwhelmed by the applications received for a vacancy. This causes them to end up selecting only a few of those received, mainly the first ones, but not necessarily the best ones. Let's see how to preselect candidates for a job in the company .
For many organisations, this is a cumbersome and lengthy process, for which they even feel they do not have enough time . The bad thing is that this sometimes leads to the wrong choice of candidate . The abandonment or dismissal of a newly hired employee who does not pass the probationary period or leaves after a few months forces the whole process to be repeated. If we follow a few simple steps , the whole process is sure to be completed successfully.
Steps to follow for the preselection of candidates
Advice on employment and personnel management from Sage Spain
The first step is to set a deadline for collecting applications after posting the vacancy. We have a deadline during which we accept CVs and review the database of those we already have. In this way we avoid the temptation of giving the job to one of the ten candidates who have sent us an application.
Once the deadline has closed, it is very important to create a register and score the applications according to an established criterion. This helps us to sort all the applications received and make an initial selection. Depending on the number of CVs we have, it may take more or less time. Reading and scoring requires a minimum of attention and will facilitate the entire process.
In addition, during this process, candidates may be discarded with a definitive "no ". There are some that we know will simply not fit into the organization, they do not have the profile we are asking for, they lack training, experience or unnecessary skills to carry out their work.
Start of marked textShare! Do you want to know how to carry out a successful selection process? Keys to choosing the best candidate.End of marked text
The scoring we have carried out on all the candidates and their registration is essential when making a selection . In this way, we will discard the majority of the candidates, leaving us with a small group of them on which we will focus the selection process.
Once we have narrowed down our list of potential oil and gas email list candidates, we need to prepare for the interviews and find out what value they bring to the company. An initial telephone interview can help us narrow down the list a little. It is also a good method to conduct a first phase with group interviews to speed up the process.
This will help us narrow down the selection to 5 or 6 candidates , who will move on to the next phase. We already know them, but now we need to go into more detail through the personal interview where the final selection will be made. From here we should be left with one or two candidates.
There may be doubts about choosing between the two. In many cases, having both of them try out for a few days to finalise the selection process can be very helpful. In this way, we will see how they function in the day-to-day life of the company, what their adaptation and learning period is like, etc. Afterwards, it will be much easier to make the right decision, especially with the information provided by the tutor we have assigned for their adaptation.
In any case, if we do not want to have two people hired and competing for the same position, it is important to look for and compare references , contacting former employees and managers who have had them under their charge. In this way, we can get a clearer idea of how they would work in our company. If we follow all the steps , the entire process will surely end successfully.
For many organisations, this is a cumbersome and lengthy process, for which they even feel they do not have enough time . The bad thing is that this sometimes leads to the wrong choice of candidate . The abandonment or dismissal of a newly hired employee who does not pass the probationary period or leaves after a few months forces the whole process to be repeated. If we follow a few simple steps , the whole process is sure to be completed successfully.
Steps to follow for the preselection of candidates
Advice on employment and personnel management from Sage Spain
The first step is to set a deadline for collecting applications after posting the vacancy. We have a deadline during which we accept CVs and review the database of those we already have. In this way we avoid the temptation of giving the job to one of the ten candidates who have sent us an application.
Once the deadline has closed, it is very important to create a register and score the applications according to an established criterion. This helps us to sort all the applications received and make an initial selection. Depending on the number of CVs we have, it may take more or less time. Reading and scoring requires a minimum of attention and will facilitate the entire process.
In addition, during this process, candidates may be discarded with a definitive "no ". There are some that we know will simply not fit into the organization, they do not have the profile we are asking for, they lack training, experience or unnecessary skills to carry out their work.
Start of marked textShare! Do you want to know how to carry out a successful selection process? Keys to choosing the best candidate.End of marked text
The scoring we have carried out on all the candidates and their registration is essential when making a selection . In this way, we will discard the majority of the candidates, leaving us with a small group of them on which we will focus the selection process.
Once we have narrowed down our list of potential oil and gas email list candidates, we need to prepare for the interviews and find out what value they bring to the company. An initial telephone interview can help us narrow down the list a little. It is also a good method to conduct a first phase with group interviews to speed up the process.
This will help us narrow down the selection to 5 or 6 candidates , who will move on to the next phase. We already know them, but now we need to go into more detail through the personal interview where the final selection will be made. From here we should be left with one or two candidates.
There may be doubts about choosing between the two. In many cases, having both of them try out for a few days to finalise the selection process can be very helpful. In this way, we will see how they function in the day-to-day life of the company, what their adaptation and learning period is like, etc. Afterwards, it will be much easier to make the right decision, especially with the information provided by the tutor we have assigned for their adaptation.
In any case, if we do not want to have two people hired and competing for the same position, it is important to look for and compare references , contacting former employees and managers who have had them under their charge. In this way, we can get a clearer idea of how they would work in our company. If we follow all the steps , the entire process will surely end successfully.