Answer the following questions as a group, drawing on the individual stories/experiences of each group

member

1. What activities are involved in the selection process?

The following are the activities involved in the selections process:
1.Receiving applications and Resume
After attracting many potential candidates in the vacant positions, they received enough
application and resume from the candidates. Based on the Size and goodwill, candidates will
apply. A more reputed and bigger company means more candidates apply for the vacant post.

2. Screening Applications and Resumes

After getting the applications, HR will decide the number of candidates whose specifications
match the job descriptions. They decide the number of candidates that go further for the next
level on the basic skills, knowledge, educations and training.

3. Testing and reviewing work samples.

After shortlisting candidates, they conduct a certain test to check their knowledge. They also
provide opportunities to show their talent by showing work samples. Human Resources Manager
observe the work samples of candidates and decide to go for an interview if they are satisfied
with the test and work samples.

4. Interviewing Candidates
When candidates acquire the minimum test score requirement and show a good sample, then
candidates will ask certain questions in the interview. Interviews are conducted because
employers want to check practical knowledge and personality. There are different method of the
interview to find out potential employees. An employer may use one to one interview, group
interview, structured interview and unstructured interview. Through this method, the employer
intention is to choose the best candidate among all the candidates.

5.Checking References and Background check

Sometimes qualification that the candidates mentioned, the personality they show in the
interview is different from the behaviour they show to their professors and previous jobs. This
references and background check is required to know who is the person the company is actually
going to hire. The employer asks the candidates for the reference check and background check in
most of the company. References and background check is done by calling, texting or through
mail to the professor of the education institution and the employer of the previous jobs.

6. Making a selection
Finally, the candidates who are successful in passing all the step will be selected and called for
the job. It is the final step of the job selections, and potential candidates are converted to
employees. Employees may be hired temporary, permanent, part-time, full time or contract basis
based on the requirement of the jobs and employees.

2. Think of the last time you were hired for a job. Which of those activities were used in selecting
you?
 The last job for which I was hired included the following activities:
Application: - This was the first stage when an application was submitted by me on the website
of the company where the job posting was listed. The job posting mentioned the skills and
experiences which I already possessed.
Screening via call: - After the submission of my application I received a call from the recruiter
ensuring that I was interested in the job or not. He asked some questions which might help him
to take my candidature further, questions like:-
• Are you able to commute to the office daily by your own?
• What are the salary expectations?
• How soon you are able to join if you get selected?
• Why you preferred to have a job change?
After the entire questions were answered he gave some glimpse of the organization and the
interview which was continued ahead.
Assessment test: - The test was the third stage in my selection process, the assessment test was
an online test which was taken to check my ability to do a job. It is generally taken in most of the
organization to check the intelligence and personality of an individual. The test consists of logical
reasoning, numerical reasoning, and critical thinking questions.
Interview: - After successful completion of 3 stages an in-person interview was conducted which
was taken by the manager. This is an essential part of the selection process so that organization
can check whether the candidate meet the requirements of the company or not by judging
communication skills, interpersonal skills. The manager also asked questions related to the
previous employment, roles and responsibilities, some situational questions.
Reference check: - After clearing the interview the recruiter asked for the information about the
people with whom I was working with.
Job offer: - At last recruiter shared the news about the selection and after that job offer was
discussed verbally, the recruiter shared the terms and condition of the company, the salary
package and the perks were discussed. After the discussion the final job offer was received via
mail which was to be acknowledged.

3. Should the organization that hired you have used other methods as well?
Yes, the organization which hired me should have used other methods as well. This could
be helpful to select the best. One of the methods which I believe that organization should use
was Group discussion. Group discussion is an activity in which a discussion is made between the
candidates on any topic provided by hr. This method allows the hr to get know about an
individual how he/she will perform in a team. Other method which was missing was a written
test. It allow the organization to know about the writing skills of the candidates which involves
email writing, passage writing which is a must need skill in the job. By conducting these methods
an organization could select the person who is more effective and efficient in the job.

4. What advice do you have to the organization about providing an excellent candidate
experience?
Basing from our experiences, we have enumerated ideas that greatly improve candidate
experience:
Timely Constructive Feedback to Unsuccessful Applicants
It is common practice for HR to inform applicants of the results of their job application.
However, problem arises when there is a huge gap from the time the applicant fails the
application to informing the unsuccessful applicant. Aside from the crushing disappointment an
applicant may experience, the anxiety involved when an applicant is left with questions as to why
he failed greatly diminishes a candidate’s experience. It is also worth noting that a good
candidate experience can still come out of an unsuccessful application. Thus, providing timely
constructive feedback to unsuccessful applicants is not only an appreciated gesture, but also a
helpful one for future job applications of the applicant.

Proper Walk-through of the Recruitment Process

More often than not, companies assume that applicants are aware of the recruitment
process. However, some companies fail to take into consideration that there the recruitment
process often differs from one company to another. A proper walk-through of the recruitment
consists of giving the applicant an idea as to the number of the interviews/assessments to be
conducted, the number of days to process the application, the expectations and purposes of
each assessment and an estimated time frame for each step of the process.

Proper Onboarding Assistance

Giving proper onboarding assistance is one that is greatly appreciated by new graduates
joining the labor force. It includes giving applicants a rundown of the procedure for completing
all of their pre-employment requirements to the actual introduction of the applicant to the
company as well as its goods or services. Simple guidance such as this takes away a great deal of
stress from applicants because their expectations from the process have been set.