Hiring the right person is tough. Corporate Resources makes your choice easier. With Corporate Resources, you can do job applicant selection quickly and easily online, to help you make the best hiring decision
There are lots of talented and skilled candidates who possibly seek employment in your company. The challenge lies in finding the right candidate who will meet your requirements and will excel once hired.
Corporate Resources brings the expertise as the largest team of recruitment specialists in the country that helps identifying the best talent for roles across various levels in your organization. Our teams are organized along industry sectors.
Our teams relate well with you, speak your language and understand your needs deeper. They also understand candidates better and deliver best-fit candidates in short turn-around time.
Be it a project of hiring a team of people across levels and skills or recruiting for a few niche positions or managing a hiring project for a long term, we have the solution. Our solutions are appropriate for your scenario ranging from Database selection, Advertised Selection to Recruitment Process Outsourcing.
Career Transition Support :
We offer Career Transition Support to our customers when they need to outplace some of their employees who become redundant due to various reasons. Our consultants are able to quickly understand the profiles of the candidates, enable them to enhance their profiles and position themselves better with prospective employers. Our knowledge of the market, customer base and ability to develop a possible list of target organizations help generate optimum results.
If you would like to learn more about Corporate Resources solutions for your business, please get in touch with us today at email@example.com
What is a selection interview ? :
It is a situation in which a personnel selector, through personal contact provides him with behavior to observe - in order to assess the candidate's suitability for a post. What are the Objectives of the Selection Interview
The objective of the selection interview is to predict the candidate's probable behavior in a particular job situation. The only way this can be done with any accuracy is by obtaining a sample of his behavior sufficiently typical to act as a basis for forecasting what he/she will do in the future.
A major problem is that the behavior we observe during the short period of the interview may be uncharacteristic. A rather ponderous individual, for instance, may well be able to give the impression of being quite dynamic if he/she has only to keep it up for half an hour. Thus it is necessary to supplement the behavior which can be observed directly in face-to-face contact
By eliciting as much as possible of the candidates life history the main aim of the selection interview should therefore be to look at say, twenty or thirty years behavior, much of which is bound to be highly characteristic of the individual concerned.
It is important to remember, however, that there are two subsidiary objectives of the selection interview. Thus we may say that the aim of the interview is three fold:
The importance of selection interviewing
The interview is only one of a whole range of selection methods in existence.
For example, intelligence tasks exist which give information on the candidates mental agility and aptitude tests can tell us about special aptitudes for manual dexterity, ability to think spatially, creative ability, etc.
These tasks can highlight the strengths and weaknesses of an individual; testing in group situation on the other hand, can provide indications of the ability of people to work together.
However, in spite of widespread and growing criticism of the personal interview as a selection procedure, it is still by far the most common method. It is flexible, relatively inexpensive and acceptable to the candidate and management. The selection interview has other advantages. It has been discovered that certain areas of information can be assessed more accurately by interview than by other methods i.e. the candidates interpersonal behavior and the likelihood of them adjusting to the social aspects of the job situation and also the candidates motivation to work
The Task :
The task is to choose a person who will be likely to succeed in a certain job or range of jobs: The task is not to choose a ‘good person’, however that is defined
The Method :
All methodologies involve forecasting the future, no method can therefore be infallible. Invariably selectors rely on intuition and that quite often proves to be successful but this method whilst not being foolproof will certainly ensure you make the right decisions more often
Before we buy material of any kind we consider its purpose and the tolerance we will allow. Human resource is exceedingly expensive and it is therefore necessary to follow five strategic steps
Consider the Position
Consider the Experience & Formal Qualifications Required
Consider the Experience & Formal Qualifications Required
Consider the Personal Qualities RequiredFor example :
Interestingly, less than 10% of the population posses the first and for some positions it is a distinct disadvantage; the second is not all that common and in any case the two qualities are often mutually exclusive.
Remember the long line of qualities which first springs to mind has two major disadvantages; few posses all, and if they did, they would probably not apply for your job. Secondly it is almost impossible for the interviewer to carry them all in his/her mind while he/she is interviewing and his/her search becomes too diffuse for full effectiveness.
Reduce the Basic Qualifications Required
You are going to look for the key qualities which are required in a high degree in the job for which you are selecting. In choosing the qualities it is wise to avoid those that are too all embracing and particularly those with a high emotional content. Thus ‘leadership’ might be replaced by 'the power to persuade others' or ‘intelligence’ by ‘the ability to understand something quickly.
The importance of the choice of these descriptive words depends only on the clarity with which they are understood by the selector(s). In some ways it is better to choose your own words to describe the qualities you are after than to use those provided generally in the text books. Words with as much practical content as possible tend to be the most useful. To look for someone with ‘an enquiring mind’ may prove easier than to look for someone ‘good at research.
Discussion with Other Selectors
Another person is almost certain to be concerned with the selection. Reach agreement with them about the four or five major qualities required and write them down on paper. Agreement in advance saves time because discussion about each candidate after interview can be more readily confined to what is relevant. Also, if the selectors know clearly what they are looking for, they are more likely to spot it when it is there and note its absence when it is not.
Corporate Resources desires continues to be your go-to staffing company for all our staffing needs, as you could not ever imagine having a reason to take our business to anywhere else....