PRELIMINARY ELIMINATION OF APPLICATIONS
Sometimes companies want outside assistance with preliminary elimination of employment applications. So many applications may be received that time and resources are not sufficient to become thoroughly familiar with them. During preliminary elimination, applications are systematically reviewed and assessed according to criteria defined in advance. Applicants are then listed in order, making it easy for the manager to select the best candidates for recruiting interviews.
- time-savings for the recruiting manager
- cost effectiveness
- collaborative reviews of assessment criteria help recruiting managers conceptualise the most important points
- support from a psychology consultant provides a professional second opinion in the recruiting process based on psychological expertise
Outsourcing the preliminary elimination of applications decreases the manager's workload and lends an outside, objective viewpoint in recruiting. An organisation-psychology viewpoint can be utilised from the very beginning of the recruiting process, and moving on to possible suitability assessments goes smoothly. The applicant experiences the application process as professional, and a good employer-image is created for the company.
Cresco's occupational-analysis form can be used in defining elimination criteria, which lets recruiting managers focus their attention on important issues from the standpoint of the job. When possible, it is also helpful to utilise exclusion criteria in preliminary elimination so the manager or others reviewing applications can focus on the most promising candidates.
When agreed to, Cresco Psychologist Agency can also conduct phone interviews in the preliminary elimination process, which provide further reliability when selecting top applicants. A psychologist can also take part in the recruiting manager's own interview, lending added depth.
The applicant experiences the application process as professional, and a good employer-image is created for the company