James Crown's Blog

Selection Process

[img]https://www.cvmaker.uk/assets/images/share/snel_en_makkelijk_een_professioneel_cv_maken.jpg[/img]


A selection process will typically involve the following:
-Application form; admission of CV
-Telephone screening interview
-Face to face interview
-Second interview or Assessment Centre
-Psychometric Assessment
-Final interview
-Reference checking
[b] Admission of CV[/b]
Your CV is the initial impression an employer sees of you! It has to be a key marketing tool; presented in focused, precise and detailed fashion. Ensure that your CV is current with honest, accurate information; detailed with key achievements and transferable skills and abilities.
[b]Telephone Screening Interview[/b]
Upon receiving applications, the employer will then shortlist the key applicants whose skills, experience and abilities best match the position (all based on information from your [url=https://www.cvmaker.uk/]CV[/url]. The telephone screening process will typically go through questions like; “what interested you in this position?”, “why are you currently seeking a new position?”, and “what are your career goals over the next two years?” You will most often be asked to describe your current role in more detail.
[b]Interview[/b]
If you make the next shortlist; a face to face interview is then arranged. Be prepared and make the most of the opportunity by studying your CV, your key achievements as well as the position description. Be prepared also with a list of questions and most importantly, be confident! This is the time to sell yourself, your abilities and how you can add value to the role!
[b]Psycho Metric Testing[/b]
Psycho metric testing is designed to assess a candidate's abilities, motivations, values, personality and interests. There are many types of assessments that the employer can choose in order to make an overall profile of you and how you would fit into the particular role and workplace. Psychometric tests typically fall into two categories; aptitude test and personality inventories.
-Aptitude tests measure mental reasoning ability; your verbal, numerical comprehension and spatial and abstract reasoning skills. These particular tests are most commonly timed under a period of time or under pressure, so work quickly but with accuracy.
-Personality inventories on the other hand reveal your motivations and interests. These are commonly used to assess what culture you would fit well into. Within these tests, there are no right or wrong answers. Just choose the answer which comes to you first as you read the question.
[b]Final Interview[/b]
The final interview is an opportunity for you to really see if this is the role for you. Consider the position once again and whether the position fits into your career succession plan. Ask to meet two other people within the team; this is an opportune way to discover more about the culture of the company and team morale.
[b]Reference Checking[/b]
Reference checking is a vital part of the recruitment process. Ideally, the interviewer would require to speak to two or three direct managers (ideally from your most recent roles). Make sure you have spoken with your referees first and asked them to be a referee for you before passing out their contact details.
[b]Job offer[/b]
After the completion of satisfactory references; a job offer maybe presented. Many people back away from the negotiation process. Don’t be afraid to negotiate! Typically, many employers present an offer ‘just under’ market value to leave room for negotiation. If there is limited or no room for negotiation on the employers behalf; ask for a 6 or 12-month pay review and ensure this is written in to the contract. In terms of benefits; ask what benefits are offered and what reward structure/bonus is in place.

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