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Recruitment:

Recruitment refers to the process of finding possible candidates for a job or function, undertaken by recruiters. It may be undertaken by an employment agency or a member of staff at the business or organization looking for recruits. Either way it may involve advertising, commonly in the recruitment section of a newspaper or in a newspaper dedicated to job adverts. Employment agencies will often advertise jobs in their windows. Posts can also be advertised at a job centre if they are targeting the unemployed. Suitability for a job is typically assessed by looking for skills, e.g. communication skills, typing skills, computer skills. Evidence for skills required for a job may be provided in the form of qualifications (educational or professional), experience in a job requiring the relevant skills or the testimony of references. Employment agencies may also give computerized tests to assess an individuals' off hand knowledge of software packages or their typing skills. At a more
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Screening Resumes

When screening and evaluating resumes, recruiter must consider the following information: · Previous job responsibilities and past related work experience that may suggest future performance. · Special skills and qualifications. · Dates of employment. Staff will look for unaccounted gaps of time or conflicting dates, which may suggest instability or unsuccessful work experiences · Salary information. · Verifiable facts. Positions held, responsibilities, dates of employment, salary, etc. After the close date of the recruitment, the Job Expert for the hiring department and Human Resources will screen the application forms or resumes for minimum education and qualification requirements. A recruitment date may be extended if there are no qualified candidates. Recruitments can also be open until the position is filled; in this situation, applicants are reviewed and interviewed on a regular basis until an eligible candidate can be selected and appointed to the available position.
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Phone Screening & Interviewing Techniques

Phone Screening: 1. Learn questioning techniques to minimise the time spent screening calls to eliminate unsuitable candidates, and identify and attract marketable ones. 2. Develop approaches for dealing effectively and diplomatically with unsuitable applicants. 3. Effectively prepare quality candidates for their interview with you, helping ensure their attendance. Interviewing Techniques: 1. Understand that the interview aims to balance efficient information exchange and effective relationship building. 2. Consider the importance of sound preparation for the interview, and what you can to do to maximise your professional credibility with the candidate. 3. Explore the utilisation of skill and psychometric testing, and understand the types of testing appropriate to specific candidates and situations. 4. Become aware of the importance of creating a positive first impression, and how to achieve this though the verbal, vocal and visual aspects of communication. 5. Follow a useful
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