What Is The Process Of An Employee Screening Service?by ICrederity India Certified Background Verification Company
Given the need for a contract, the employer must carry out a selection procedure that allows it to receive as many applicants as possible to choose the one that matches the position's requirements.
Making the right choice will depend on knowing the most important steps that make up the recruitment process. Otherwise, a wrong decision can cause loss of time and financial resources for the organization.
The procedure's objective is to choose the candidates who present the most appropriate qualities and professional experience for the performance of the organization's position.
Regardless of the company's size, having an effective recruitment method is essential for its evolution, as hiring those with the most skills will help its growth and continuous development.
An effective selection
From the employee screening carried out by different companies, it is possible to identify a series of common steps that contribute to hiring new personnel.
Defining the position
The definition of the position is closely linked to the analysis of positions. Based on this process's results, the functions to be performed and what is expected of the applicant are defined.
Establish the required profile
The employee screening will be necessary to create the ideal profile for the optimal performance of the functions required by the company. The profile may include specifications such as academic training and years of experience performing activities similar to those required by the position, among others relevant to the position offered.
After making a detailed definition of the company's profile, it is possible to make a preliminary selection of those interested who meet the expectations of the position. This stage constitutes the first filter before the interview, and its objective is to filter the candidates who best suit the established profile.
Those applicants who were shortlisted must be summoned to an interview that allows the employer to verify what is referred to in their application form or curriculum and know aspects of the candidate's personality. The first interview is usually quick and superficial to discard those applicants who do not meet the required characteristics and continue evaluating those who could fill the position satisfactorily.
At this stage, it is necessary to apply tests of various types to those who present a greater adaptation to the established profile. The evaluation of candidates may consist of activities directly related to the position and psychometric tests, general knowledge, among others, that demonstrate the capacities and aptitudes of the person evaluated.
It is very common for companies or organizations to request a second interview with candidates who performed better on evaluation tests. The interview is usually carried out with the head of the area, who will determine if that person meets the requirements or not. Unlike the first interview, this is usually much more in-depth and analyzes performance and financial claims, among other doubts that the interviewee may have.
A precise description of the position and conditions
Once the final candidate has been chosen, it will be necessary to make a detailed explanation of the functions of their position and discuss the working conditions and the terms of employment. If the employment relationship is not agreed upon, it is recommended to consider another candidate who has participated in the selection process.
While these steps may seem straightforward, each involves critical factors that identify the most suitable candidates for the position.
Created on Nov 22nd 2020 08:25. Viewed 44 times.