MOS 3384 – Chapter 6: Applicant Screening
W do you ensure that valuable time and resources are not devtvotecj :o
processing job applications that show little potential?
Fob application forms, resumes, reference checks, and interviews are the most
commonly used screening tools.
Initial screening involves actions aimed at reducing the applicant pool to a
manageable size and identifying those applicants with greatest potential for
Telephone screening: a brief telephone interview to assess the candidate’s
qualifications and decide whether the candidate should continue in the
Prepare a List of Questions
Directly related to the job position fo
More detailed questions should wait for the employment interview at a later stage
Do they possesses minimum requirements tc
Questions abide by the Canadian Human Rights Act and provincial legislation.
Make Arrangements for the Telephone Screening
Applicant must be informed abLboi such arrangement;
Ee from any distract ions or interruptions. J
Schedule it at a reasonable time
Introduce the Purpose of the Telephone Interview Breifly
If Not arranged in advance, verifying that this is a convenient time for an inter
^v\ARE Job Information
describe the in enough detail so that the applicants can decide for themselves (1)
whether t re really serious about applying, and (2) whether they are qualified.
Courages unqualified luntarily withdraw f fr
Salary ranges for the job and relevant information about organizational
expectations withdraw by those who don’t match
I lower departure rates of newly hired
put the candidate at ease
May not get an accurate picture of the applicant’s potential otherwise
3pen-ended questions to encourage dialogue Do not interrupt
Sell the Organization
Usually first, May be the only interaction he or she will ever have Ewer’s statements and tone may leave a lasting impression implications for the
success of present and future recruitment and marketing efforts.
Courtesy interview: a brief, non-rigorous interview with a walk-in applicant aimed
at screening out obviously inappropriate candidates before they apply
‘walk-in,” a prelimir interview—typically with a representative of the human
resource department as courtesy
A job application form collects information about recruits in a uniform writ rmat
and hence is an important part of recruitment efforts
ask for information about address, name, personal character istic if proven job
employment status information helps a recruiter match the applicant’s objective
and the organization’s needs. Broad or uncertain responses in this section
eliminates the application from consideration.
work history tells a recruiter whether the applicant is someone ^ hops from job to
job or is likely to be a long-service employee.
)b titles, duties, responsibilities, £ dterminecandidate is a potentially capable
Military Background ■something that is valued by many employers (Structured
Memberships, Awards, and Hobbies
Ndicate the recruit’s concern about community and career. Lo
Terences from peers and previous employers But be aware that questions must
be legal (relative to job)
Alsification of an application form is grounds for discharge in most organizations,
Sometimes withholding vital information is the same as providing inaccurate infoi
Reasons for leaving prior jobs results and accomplishments job responsibilities
areas that tend to be exaggerated or hidden,
Weighted application blank (WAB) or form allows the ermployer to predict an
applicant’s future job success from application blanks twith built in weights for
information relating to an work-related and other personal details.
chnique for scoring application forms helps the employer identify which attributes
are most critical for successful job performance
Useful for low-skill, low-comittment strategy type jobs or very very high skilled, or
recruitment is costly (large staffing needs)
Nee identified, items related to job success are differentially weighted to eflect
their degree of importance in predicting job performance
Identify performance criterion (valid, reliable, relevant) success of WAB depends