Finally and third way of applying is letter of application also known as a cover letter. This is also produced by the applicant. Normally it is attached to a CV as it covers extra information of your skills and experience. In addition to this it will also provide detail regarding why you would like to apply for the job. Effective letters will normally explain exactly your reason about your interest in the organisation and the letter also identifies as mentioned before relevant skills and experience.
It should also cover the position your are applying for, why you should be chosen for the next stage whether it be interview and how you will follow-up. The structure of the letter should be laid out generally in three paragraphs. The first paragraph should state what position and why you are applying for the job and also where you found the listing. Second or middle paragraph will cover your skills and experience this should be injunction with what you can offer.
Finally the last paragraph will conclude what you will do in order to follow up and finished off with thanking the manager or whoever it may concern. Accepting Application At this stage all applications that have been put through will simply be taken in without looking for the most potential applicants. The accepted applications will be forwarded onto human resources department, managers or people with the same experience or someone above the hierarchy. Sometimes accepting application also means that they are taking in application for future uses.
This means that they will take in application but will not be hiring because they need potential people who could fill in the positions in long term. Legally you can ask for a application form and the firm, organisation, business or company cannot stop you applying for the job. Short Listing This is an important step when hiring because not everyone will fit the job and personal specification therefore a certain amount of people will be accepted rather than everyone because accepting everyone and interviewing will take a very long time and will cost a lot of money as well.
Keeping this in mind everyone will be checked against job and personal specification and the most potential applicants for the job will be asked to come in for an interview or something similar. At this stage everyone will not be told that they did not get the job because if none of the short listed people take the job than the process of accepting application will start all over again. The short listing will only take place per candidate as to who best fits the person specification as there will never be a perfect candidate as said before.
After the short listing is done letter of invites will be sent out to the chosen candidates. Interviewing This is the stage where you will talk to the applicants and get to know them, which will result in allowing you to choose the best applicant. The many methods of interviewing ranging from over the phone to having a formal meal with the candidate. It is made sure of that the correct technique is used so that the needed information is achieved from them. The technique to use depends on the job that they are recruiting for but can be done in anyway the employer feels it will work best.
There are normally certain set of questions that are asked which allow the interviewer to compare the interviewees their response to find the best candidate. Each of interviews would be best if done by the same person, so it is easier to compare each of the candidates easier. If done by different people than it will be harder because one person will have a different feedback to another person. All interviews done by one person will also allow all the candidates to be marked equally meaning that one candidate will not be marked harsher than the other.
This again is not vital but will definitely make the interviewing process easier. The other types of interviews can include having a panel of employee known as panel interview or committee interview at the interview. Commonly the interviewers would be supervisors and colleagues. They will take turns to ask the candidate a set of prepared questions. All the interviews will be asked the same questions so it makes sense when comparing. These types of interviews were common at academia & health care industries but getting more common in corporate sectors.
The benefits of this type of interview technique is that more reliable and job-related since panel members are accountable to each other and the interviewers can make their decision on the same sample of behaviour. The candidate will find this less time consuming, and it gives them a opportunity to find out briefly how staff work together. However it could be more stressful as several interviewers are involved and the questions asked will be at a higher pace than normal.
Another technique used to interview is the ‘2 on 1’ type is where one of the two interviewers would be rude and other one would be polite to see how the candidate can handle them and cope with stress. Some interviews will include test such as aptitude test to see how competent the candidate is at the job. The tests are normally applied to jobs where it is needed and employees will need to be trained to control equipment or vehicles. There are also face to face interviews; they are quite widely used for any type of job. Face to face is basically a type of meeting where it is direct face to face between interviewer and interviewee.
This type of personal meeting will allow a lot of information to be extracted from the candidate, but you could also use visual materials such as pictures to encourage responses. Generally face to face interviews do not bore the candidate and it can be made sure of that complete and accurate data is gotten. This is because as mentioned before, there is the interviewer can physically see the candidate and see what he’s like in person such as body language. The other type of interview methods would include the candidate getting tested such as numeracy test.
You could also get a candidate to work in a group to demonstrate team working skills. Testing the candidate will allow the employer to know, whether the person can think on spot and whether they have basically skills needed to a job.. E. g. a person could say he’s a very good problem solver and he is not a good solver. Testing a person for team working will let the interviewer find out exactly how the person is physically when working, so supposedly the person has been asked to work as a team to create a presentation it will let the employer find out how well he works in a team.
The candidate could either be too powerful, too laid back or about right working and can corporate some good point to the team and can take lead when there is need to. Selecting Best Candidate Recruitment & selection take a long period of time to set up can become very costly process for a business and also setting up the process takes a great deal of time which includes drawing up a job description, advertising the position, sifting through applications, checking which application best meet criteria set down for the post, interviewing candidates and finally selecting the best candidate for the post.
In summary selecting the best candidate will be collecting all the documents on the candidate and also documents provided from the candidate. The documents would range from starting such as application form, CV’s to interview marking documents made on the candidate. After all the documents are collected they are compared against the other candidates. This in theory could be the harder part as even the candidates have been short-listed and interviewed, it could be all the candidates are just as good as each other and it would be hard to justify why the selected candidate got the job.
Confirming Candidate Acceptance The applicants have been decided therefore they will need to be offered the job or a contract, this does not mean that they are hired because they will have to accept the job or contract offer. So it would be best if the records of other applicant’s are also kept so that if the first applicant declines the offer than you can turn to the second best candidate and offer them the contract or the job.
If the applicant accepts the offer than the employer must produce a contract document within four months which states that the candidate is working for them. If this document is not produced than the applicant is working illegally. As soon as the applicant replies for the job and if he/she has accepted the offer than the employer can move onto the induction process to find out how they he/she is coping with the new job. Letters to Inform Successful & Unsuccessful Candidate
After the best candidate is selected letters are to be sent out to the successful and unsuccessful candidates. This means that the successful candidate will get a letter informing him about his success at the interview. The letter will include things like what the next step to take, what time does he need to be in for work and also it will also include commonly about his induction process. Writing a letter to a successful candidate is easier than unsuccessful candidate as you would not need to include why he didn’t get the job in the letter to successful candidate.
On the other hand there are also letter sent out to the unsuccessful candidate which is harder as a justified reason needs to be made why they did not get the job, it has to be made sure of that it does not break any laws which can result in the prosecution of the company. The letter would also include future good luck and also if they would like more information who should they contact. Commonly the letter would also say something like their details are going to be kept on database just in case if a vacancy arises.