As mentioned in our previous article, an interview is an opportunity for hiring managers to meet with the potential new employee and to make determinations on their suitability for the role – and vice versa. To make these determinations, information needs to be gathered and exchanged between both the interviewing manager and the potential new employee – and this needs to be repeated at each interview. If effective shortlisting occurs prior

Over the past few weeks, we have explored the importance of a recruitment process, and how to ensure you are shortlisting effectively as part of that process. Once you have developed this SHORT list of candidates, it is time to arrange face-to-face interviews (whether in person or via live video interviewing). The interview is an opportunity for hiring managers to meet with the potential new employee and to make determinations

Using video interviewing as part of their recruitment processes, managers are able to collate a streamlined shortlist based on more than resumes for multiple candidates– all without taking hours for telephone screening or to meet with them in person. The following are ways in which video interviews assist directly with shortlisting and assessing candidate’s general suitability to a role: Video Interviewing allows candidates to showcase their knowledge and personality They

Shortlisting is the process of identifying the candidates who best meet both the required and desired criteria for the role AND who the recruitment decision makers should interview. While reviewing resumes is part of the process, it should not be the sole focus of shortlisting. With as many as 30% of applicant resumes containing fabricated information, it is important to look deeper when reviewing resumes. While in some cases this

Shortlisting is the process of identifying the candidates who best meet both the required and desired criteria for the role AND who the recruitment decision makers should interview. If the shortlisting process is not effective, there can be negative results in both the short and long term. Firstly, ineffective shortlisting leads to mis-identifying candidates of potential. It can lead to an increased number of unqualified candidates being interviewed, as well