Overview

Below is a point-by-point summary of the candidate screening process based on industry best practices:

1. Job Analysis and Requirements:

   We begin by conducting a thorough job analysis to determine the specific skills, qualifications, and experience needed for the role. This analysis forms the basis for creating a clear job description and job requirements.

2. Application Screening:

   All incoming applications/resumes are reviewed to shortlist candidates who meet the basic criteria outlined in the job description. This step typically involves assessing qualifications, relevant experience, and other specific requirements.

3. Phone Screening:

   At times, we will conduct an initial phone interview with shortlisted candidates to assess their communication skills, motivation, and fit with the role. This helps to further narrow down the candidate pool.

4. In-person or Virtual Interviews:

   Next we conduct formal interviews with candidates either in-person or virtually. These interviews assess the candidate's technical skills, problem-solving abilities, cultural fit, and overall suitability for the position. Multiple interviews may be conducted with various stakeholders.

5. Reference Checks:

   We contact the candidate's provided references to verify their work history, performance, and character. Speaking with former managers or colleagues can provide valuable insights into the candidate's abilities and work ethic.

6. Background Checks:

   For some employers, we will perform background checks, including criminal record searches, employment verification, and education verification, to ensure the candidate's information is accurate and reliable. This step helps to confirm the candidate's qualifications and assess their credibility.

7. Skills Assessments and Tests:

   Depending on the job requirements and the industry, we may administer skills assessments or tests specific to the role to evaluate the candidate's proficiency. This can include technical evaluations, coding tests, writing samples, or other assessments tailored to the job requirements.

8. Personality and Culture Fit Assessment:

   If requested by the Employer, we may assess the candidate's compatibility with the organisation's values, team dynamics, and overall culture. This can be done through behavioural assessments, personality tests, or additional interviews with team members.

9. Decision Making and Selection:

   An evaluation of all the information gathered throughout the screening process is made to make an informed decision. The candidate's qualifications, interview performance, references, background checks, and overall fit with the role and organisation are considered.

10. Offer and Onboarding:

    The selected candidate, will be made an offer by the employer, which will including details of compensation, benefits, and start date. Once the offer is accepted, we are able to facilitate the onboarding process to smoothly integrate the new employee into the organisation.

Remember that best practices may vary depending on the industry, the level of the position, and specific organisational requirements. It's important to tailor the screening process to meet your organisation's needs while ensuring fairness, objectivity, and legal compliance.