Recruiting new staff can be a lengthy and time consuming process. When businesses undertake recruitment it is important that each step in the process is carried out properly to ensure that the most suitable candidate is selected.
It is essential that the interview be successful and that you make the right decision. Interviews are one of the most important steps in selecting the right applicant for the position. They give you a chance to collect detailed information about the candidates you have on your shortlist.
Creating a shortlist of candidates for interview
Slimming down a list of applications to a shortlist takes time, but is a necessary task. Many applicants will not be suitable, and should be removed before the interviewing stage. Here are a few tips for selecting the most suitable candidates:
1. Make sure that more than one person within the organisation compiles a shortlist. This will avoid any possible discrimination against candidates.
2. Before actually reading applications, make a list of all 'essential' skills and 'desirable' skills outlined in the job description and personnel specification in a table so that you can match those requirements to each candidate.
3. Read each application in a consistent fashion without bias towards or against any particular group.
When the shortlist has been compiled it is necessary to contact all candidates to inform them of your decisions.
You will invite the most suitable candidates for an interview. Interviews should be confirmed in writing. Candidates will be informed of:
* Place, date and time of the interview
* Travel directions, and a map to the location
* Documentation you need, e.g. qualification certificates
* Details of who the candidate should ask for on arrival
* Names of all interviewers that the candidate will meet with
* Details of the position and some information about the company