Candidates Selection Process

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“Candidates Selection Process related Frequently Asked Questions by expert members with experience in Candidates Selection Process. These questions and answers will help you strengthen your technical skills, prepare for the new job test and quickly revise the concepts”



29 Candidates Selection Process Questions And Answers

3⟩ How to check the candidate's attitude while interviewing?

You may check his attitude toward important issues such as team work, communication capabilities, stressed situations, future plans, learning curve, motivations, dominancy and methods of work.

There are several other important aspects that one has to remember while interviewing a person.

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4⟩ Define candidates list?

After you have the information in place, make a list of all the individuals who are supposed to come for the interview, making a note of the times that they would be coming in, along with the questions that you are supposed to ask them. This goes a long way in helping you picture the candidate, long after the candidate is gone, and would help you in remembering any intricacy of the interview.

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9⟩ Described about the job requirement?

You have to make a table jotting down all these aspects in a single file. Some of the aspects that should come out are:

☛ What type of employee would better fit your organization?

☛ What are the skills that your organization is looking for?

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10⟩ What is candidate selection criteria?

Your first task when planning to fill a vacancy is to identify and define the criteria you will use to assess and evaluate potential candidates. This approach allows you to avoid common selection problems, consistently evaluate each candidate and be in a better position to hire strong performers.

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11⟩ What is the professional past of the candidate mean?

While interviewing the individual, first make sure that you find out about the professional past of the person. Try to find out the interviewee's first job and other relevant details about his or her professional and personal life. You also want to verify his or her qualifications, education, courses and lessons.

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12⟩ How to check whether the candidate is initiator or a follower in his professional life?

Also, make sure that you set questions that will decide whether the interviewee is an initiator in his or her professional life or whether they are more of a follower. Also, your questions should aim to find out whether the candidate brings about any kind of individual assets to the company or whether the qualifications that they bring are more of a supportive kind.

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15⟩ Which questions should be asked by the interviewer in candidate selection?

The following are interviewing questions to ask the candidate as well as the basic criterion and interviewing tips for selecting a job candidate:

☛ The professional past of the candidate

☛ The technical aspects - professional skills

☛ The balance

☛ Initiator or a follower

☛ The attitude

☛ The answers

☛ Body language

☛ Documentation

☛ The salary

☛ The time-frame - (Availability)

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16⟩ What should interviewer do when it comes to the salary in candidate selection criteria?

The salary is quite an integral part of the final decision whether the individual would join the organization. The salary also plays an integral part in the interviewer's decision whether the interviewee is perfect for the organization. Therefore, the interviewer should find out the expected salary of the interviewee, and also gauge whether the individual would bargain or negotiate about the salary.

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19⟩ How an interviewer handle the documentation of the candidate?

The interviewer should make sure that all the documentation and formal information that might be needed for the quick process of hiring are presented and collected as soon as possible. Apart from the academic qualifications, the interviewer should also ask about any hobbies or extracurricular activities that the interviewer has taken part in.

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20⟩ What is the use of asking about references while interviewing?

If the interviewee has informed you about any references, allow the interviewee to speak about them. With this, you can get to cross check whatever the interviewee has informed you about them earlier. Also, you can also cross check these facts, later on when you give a call to the references. If the references that the interviewee has provided are his or her previous managers or colleagues, the interviewer should try to know the former-mutual-contact experiences.

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