The process of employment application evaluation – the real world

Imagine, you have just advertised a job vacancy; you have received 60+ applications. They may be paper based, they may have been entered by applicants directly into your online template and be stored in your sophisticated database. You and your colleagues now have the time consuming task of processing, vetting all the applications to assess who to interview.

During the planning and preparation for the job advertisement you will have listed the key criteria, the ideal candidate characteristics, experience required, the skills necessary and educational preferences. Indeed some expensive database tools can churn out selections based on defined criteria, for example;  age range, educational qualification level, industry experience etc. However one can only search on the data input and unless this is tightly controlled one will have many definitions for the same characteristic you want.

As you will know the evaluation and assessment of applications is where the human input is critical and very time consuming. There are many ways one can approach this most critical sifting through the data received. Some people skim looking for key words, others focus on the style of the CV attached, the impact that the personal statement has, others prioritise on what recent achievements are declared. The approaches are wide and varied.

Wouldn’t it be brilliant if you could have a system that presented a list of candidates ranked against your requirements in terms of, candidate qualifications, skills, experience and character.  The Job Match Profile does this for you.

The goal of all application evaluations is to narrow the “pack” down into a group of suitable candidates for interview. To stare into the candidate’s eyes and see, even if the paper data fits, do they fit the type of profile of person we are looking for. Human logic, emotion, attitude, durability and variety of thought all combine to make this a most challenging task for any interviewer or group of interviewers. Psychometrics are an excellent tool at some point in the interview stage but you still have the chore of processing and selecting the candidates for interview.

Wouldn’t it be brilliant if you could have a system that presented a list of candidates ranked against your requirements in terms of, candidate qualifications, skills, experience and character.  The Job Match Profile does this for you.

For more information click on the JobMatchProfile banner.