Employee Recruitment Process

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How to Assess a Job Candidate's CV and Cover Letter - Sample Evaluation Form

Feb
14
How to Assess a Job Candidate's CV and Cover Letter - Sample Evaluation Form
The aim of an assessment of the job candidate's application documents is to perform a first selection in order to spot the candidates who will be invited for an interview. Please note that each company has its own value system, as well as specific policies that influence the way in which application documents are interpreted.

How to Conduct a Selection / Recruitment Interview - Handling of Difficult Situations

Feb
14
How to Conduct a Selection / Recruitment Interview - Examples of Difficult Situations
The aim of a recruitment interview is to further discuss the information already gathered through the assessment of the job candidate’s CV and cover letter (guidelines). Moreover, it will allow assessing the candidate’s personal skills, which may be done by using professional tests or assessment center exercises.

How to Design a Recruitment / Selection Process - Sample Job Candidate Evaluation Form

Feb
14
How to Set Up a Recruitment / Selection Process - Sample Job Candidate Evaluation Form
The end goal of a selection process is to be able to present a limited number of job applicants to the superiors of the future employee, in order to ease their recruitment decision. To do so, an assessment form may be used in order to reduce the number of remaining candidates at each step of the selection process, by successively eliminating the applications that do not meet the job requirements.

How to Write a Job Advertisement - Sample Acknowledgement of Application Letter

Feb
14
How to Write a Job Advertisement - Sample Acknowledgement of Application Letter
The aim of a job offer is to allow for a sufficient number of candidates to identify with it, while describing both the open position and the searched profile in the most reliable and accurate way possible. Moreover, the publishing of the ad can be regarded as an act of marketing.
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