The following sequence of events will be followed to screen candidates for the CapraTek sales representative positions. First, the Human Resources department will perform an introductory interview to verify the candidate’s interest and to perform an initial screening based on the candidate’s submitted application. Next, the candidate will perform a personality test and complete a sales simulation test. The personality test will measure how well the candidate’s personality fits the sales representative role. The sales simulation test will validate the candidate’s knowledge, skills, and abilities towards the sales representative position. After the selection tests, the selected candidates will be invited for an in-person interview at CapraTek.
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The first step is to review the objective of the job and role, and to ensure that there is clarity on how the job will fit into the sales department, the division, and the organization. Next, the job description will be reviewed to ensure the hiring manager’s familiarity with the job requirements as they relate to skills knowledge, duties, and responsibilities. That is followed by a review of the intangible or subjective job requirements, like building trust and being a team player. Next, each candidate’s responses and reactions to interview questions are revisited and re-evaluated. Candidates may have provided verbal responses to questions that were contradicted their body language at the same time. As such, the candidate’s verbal and non-verbal communication are recalled and reviewed. Each candidate’s salary expectations are taken into consideration next to ensure that the offered salary would meet the candidate and CapraTek’s salary expectations. Next, the candidate’s reasons for leaving their prior employers are considered and their resumes are analyzed for patterns, like job-hopping for promotions or unfulfilled expectations. The candidates are, furthermore, evaluated based on their potential, since the hiring position is hopefully the start of a long career at CapraTek. Finally, the candidates are evaluated for fit to ensure that they will be comfortable in CapraTek’s organizational culture and vice versa. By evaluating the candidates using the above methods, a selection will be made and a job offer extended to the final and best-qualified candidate (Arthur,
The first step is to review the objective of the job and role, and to ensure that there is clarity on how the job will fit into the sales department, the division, and the organization. Next, the job description will be reviewed to ensure the hiring manager’s familiarity with the job requirements as they relate to skills knowledge, duties, and responsibilities. That is followed by a review of the intangible or subjective job requirements, like building trust and being a team player. Next, each candidate’s responses and reactions to interview questions are revisited and re-evaluated. Candidates may have provided verbal responses to questions that were contradicted their body language at the same time. As such, the candidate’s verbal and non-verbal communication are recalled and reviewed. Each candidate’s salary expectations are taken into consideration next to ensure that the offered salary would meet the candidate and CapraTek’s salary expectations. Next, the candidate’s reasons for leaving their prior employers are considered and their resumes are analyzed for patterns, like job-hopping for promotions or unfulfilled expectations. The candidates are, furthermore, evaluated based on their potential, since the hiring position is hopefully the start of a long career at CapraTek. Finally, the candidates are evaluated for fit to ensure that they will be comfortable in CapraTek’s organizational culture and vice versa. By evaluating the candidates using the above methods, a selection will be made and a job offer extended to the final and best-qualified candidate (Arthur,