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Interview Selection

Assessing cover letters and resumes, how do you do that? select the right candidates for a job interview. use these 5 tips.
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1. Wait until the closing date

Try to resist the temptation to read detailed application letters before the closing date of the vacancy. The dream candidate can also apply shortly before the deadline. It's a shame if you focus on someone who happens to be the first to leave the application.

Too few responses?

It can be a challenge to get enough responses to your vacancy. View smart tips in the article 7 solutions for your staff shortage .

2. Collect all application letters

To avoid losing your application letters, it's important that you keep them all in the same folder. Take a good look at your mailbox on the day of the closing date.

Do you use an online application form? Then don't forget to check there too whether you have collected all the responses received. You should also include open applications and candidates who have been rejected in previous vacancies and are interesting for this position in the application procedure .

3. Assess the applications with several people

A sparring partner in the selection procedure helps you to make a clear choice. Therefore, preferably assess the application letters with someone else from the company.

Make clear agreements about the criteria that you assess. For example, agree to use pluses and minuses. Expect that you'll soon be busy for a day or part of a day selecting the application letters. Allow enough time for this.

4. Divide the assessment into four steps

Don't immediately start extensively studying every application letter and CV. Build the selection as follows:

Step 1. Look at motivation

Specially with large numbers of responses, it's important to make a first selection quickly. You scan the letter of application without going into the details very deeply. You can read a lot from spelling and language. In the first impression, the motivation of the candidate is also important.

Step 2. Place the CVs next to a shortlist of requirements

Selection round two is mainly focused on facts. Add the job profile and place the CVs next to it. Determine whether the applicants meet the minimum requirements. Place candidates who fall outside the boat on the pile of dropouts.

Step 3. Read the application letter carefully

When assessing the letter of application, it's important to know what the position is. Standard sentences are taboo for a creative function. If it concerns a vacancy where error-free writing is important, pay particular attention to spelling and grammar.

Step 4. View the resumes carefully

For the final selection of the candidates, carefully review the CVs. What can you deduce from the candidate's employment history? How much experience does he have? Has the candidate worked for the same employer for a long time or does he hop from job to job?

Be aware that applicants polish their details in the CV. If you don't trust the information, you can check a reference or screen the applicant in a different way. For example with a background check. This prevents a possible misstep.

5. Sort the outcome

When you have completed these steps, divide the candidates into the following groups:

- Rejections: You put in the application letters of candidates who aren't eligible for an interview .
- Doubt cases: Those are the candidates that you still have doubts about. Often you can only make a good judgment about this if you have read all the application letters again.
- Suitable candidates: This folder contains the application letters and CVs of candidates who stand out. You definitely want to invite these people for a job interview. Stay critical. If this pile becomes too high, then you must make a sharper assessment.
- Hold: These are candidates who aren't suitable for this specific position, but perhaps for a future vacancy.

And after that?

What steps then follow in the application procedure? View a complete overview: hire a new employee in 8 steps .

Please note that when selecting staff you don't rely solely on your gut feeling. For example, use an assessment to objectively judge staff.

Also test if you and your company are ready for that new employee. Do the checklist and get started with any points for improvement.



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