Applicant Selections

CNM Cyber

The Source Selections (hereinafter, the Lesson) is the lesson of CNM Cyber that introduces its participants to CNM Cyber Orientation. The Lesson belongs to the Introduction to Recruitment session of the CNM Cyber Orientation.

The Lesson is made up of three lectios. At CNM Cyber, the word, lectio, is used for a lesson part.

Summaries

Predecessor

The predecessor lesson is Labor Regulations.

Outline

Source Selections

Lectios	#	Referred topics
Source Screenings	1
Competence Assessments	2
Performance Tests	3

Successor

The successor lesson is Recruiters' Essentials.

2019 Candidate Screening

The video of the presentation is published at https://youtu.be/BSAlYAu-aWo (5:02). Its full text is below the outline.

Source screening. (1) The evaluation or investigation of a source as part of a methodical survey, to assess suitability for a particular role or purpose; (2) techniques used for source consideration, reviewing, analyzing, ranking, and selecting the best alternatives for the proposed action.

• Job interview (more narrowly, employment interview). An interview consisting of a conversation between a job applicant and one or more representatives of an employer which is conducted to (a) assess whether the applicant may be hired and, possibly, (b) negotiate conditions of this hiring.
• Structured interview. A planned job interview designed to gather job-related information.
• Panel interview. A structured interview conducted with a candidate and a number of panel members in a joint meeting.

Competence assessment. Testing in which a testee is a human being and his or her competence is the subject of testing. Exams and quizzes are regularly used to test knowledge and decision-making skills. The assessment commonly includes academic testing and screening job applicants to ensure that the most appropriate candidates are hired.

• Written test. A competence assessment in which questions are asked and responses are provided in writing.
• Oral test. A competence assessment in which responses are provided orally.
• Competence descriptive evaluation. A competence assessment in which a testee demonstrates his or her competence through his or her description of concepts, skills, abilities, and/or performance.
• Behaviorally anchored rating scale. Any scale that combines major elements from the critical incident and graphic rating scale approach. The appraiser rates the employees based on items along a continuum, but the points are examples of actual behavior on the given job rather than general descriptions or traits.

Performance test. A competence assessment in which a testee performs rather than answers the questions of evaluators.

• Critical incident. A way of evaluating the behaviors that are key in making the difference between executing a job effectively and executing it ineffectively.
• Situational judgment test. A substantive selection test that asks applicants how they would perform in a variety of job situations; the answers are then compared to the answers of high-performing employees.
• Work sample test. Hands-on simulation of part or all of the work that applicants for routine jobs must perform.
• Realistic job preview. A substantive selection test that is a job tryout to assess talent versus experience. On the other side, this preview provides both positive and negative information about the job and the employer.
• Assessment center. An off-site place where candidates are given a set of performance simulation tests designed to evaluate their managerial potential.

Overview

Welcome to Screening of Job Candidates. In this brief presentation, we are going to take a look at how recruiters evaluate job candidates for whether they can do the job. Special stops will be made by some popular tools. Let's kickoff.

What candidate screening is

Assuming we have got potential candidates, the next step is to screen them. Screening is the evaluation or investigation of a source as a part of methodical survey to assess suitability of a particular role or purpose.

Tools and techniques

Technically for our occupation in our industry. There are many different techniques and tools that can be used for source screening. One of the most popular is job interview but here it is very rear for a candidate to get a job immediately, of course when the applicants submit their credentials it makes sense to take a look at them, you can check for mistakes, and certifications claimed by the applicant in the databases, or trade certificates if this person is listed on the website, but eventually job interview is like somewhere 99.5% job candidates will have some kind of a job interview. Normally what we say job interview should be called employment interview because job interview can be for a particular job or for a particular employment or it could be about like general jobs in the company.

Employment interview

Employment interview is the interview that consist of a conversation between a job applicant and one or more representatives of the employer which is conducted to, a, assess whether the applicant may be hired, and, bee, negotiate conditions of this hiring.

Job interviews consist of general questions like, tell me about yourself. Some job interviews are more technical, for instance, are you familiar with convers tech? What do you know about this? What do you like about this? When do you prefer to use that? Some job interviews can be more technical interviews rather than the job interview.

Situational judgment tests

Job interview is not the only way to assess the person, situational job judgment test is a substantive selection test that ask applicants how they will perform in a variety of situation. And their answers are then compared to the answers of high performing employees. Some situational job judgement tests can be included in the job interview as well instead of given like separate test. Most of the small companies searching for employees will probably do that. Bigger employers tend to have a more developed process, smaller employers may have like a very easier, less complicated recruitment or screening process.

Work sample tests

Another tool can be a work sample test, here basically a job candidate is offered to perform as they will perform on the work, it could be assessment center, an offside place where candidates are given performance situation tests designed to evaluate their managerial potential. Why managerial? This is because assessment centers are expensive.

Summary

This concludes the Screening of Job Candidates presentation. We have defined source screening and taken a look at popular tools that recruiters and hiring managers use to screen employment candidates such as job interviews, situational judgment tests, work sample tests, and services of special assessment centers. If you haven't done yet so, you are now welcome to move to Recruiters' Essentials.

Quiz questions

Every statement below is split into one true and one false question in the actual exam.

1. Source screening is (not) the process of selecting those candidates who offer the best solutions to the organization's needs.
2. Source screening is (not) the process of filling job vacancies with people.
3. Source screening is (not) the process of finding available and qualified candidates to fill in job vacancies.
4. Source screening is (not) investigation undertaken in order to find and evaluate the data relevant to credentials of employment candidates.
5. Job interview is (not) a conversation and, possibly, negotiation between an employment candidate and one or more employer representatives.
6. Job interview is (not) a part of sourcing.
7. Job interview is (not) a part of source screening.
8. Job interview is (not) a part of source selection.

See also

• Recruiters' Essentials. The last presentation in Introduction to Recruitment.