As a recruitment manager, how can you reach a final selection decision and identify candidates that are more in line with the business requirements?

Thanks for invitation,

It depends on the "Job description" and how the candidate is really matched and qualified to alignment with the business objectives, in the line of his educational background, his technical experience, his technical and personal skills.

First priority our talent Second priority our face presence

 

In order, the key steps to finding the right person to fill a position in your company include:

 

1.      Determine your need to hire a new employee.

 

2.      Conduct a thorough job analysis.

 

3.      Write a Job description  and job specification for the position based on the job analysis.

 

4.      Determine the salary for the position, based on internal and external equity.

 

5.      Decide where and how to find qualified applicants.

 

6.      Collect and review applications and resumes, and then select the most qualified candidates for further consideration.

 

7.      Interview the most qualified candidates for the position.

 

8.      Check references.

 

9.      Hire the best person for the job. 

Thanks

I support my colleague Mr. Ashraf's answers

Based on your objectives and HR plan management, a criteria must have been set determining the weight of competence: knowledge, performance, personal, etc. this is evaluated and approved by identified stakeholders

as per use model at interview, you can take decision

suggest using it model's "behavior and competency" for all candidates of interview

The final selection decision and identifying candidates that are more in line with the business requirements will depend on the test results for the oral test with the panel and the written test undertken (language and maths skills), and a relevant Speciality test in the degree completed like management skills and conversation.  This should match the CV mentioned criteria with range and understanding/skills.

On getting the grade required by the decision panel and assessment for the first selection and second round of the interview, the panel will decide on the candidate right and fit for the job with the best practice on the job and role for the job. 

A stress test will be taken for working under pressure to test the person's skills and logic.(example building a paper bridge that can withstand a light dish of water) with the help of a team of5 members.  Contribution counts on each persons input to build the bridge and test the weight on the bridge by the light water container placed on a relevant spot on the bridge by any one of the interviewers.  Quick decisions and motivation and design to build is an important factor in this project.

The person is marked on his presentation skills and practical skills at working alongside other people too. 

The candidate fit for the job will be asked to furnish all papers for the contract to be drawn up and signed with the certificates in original to be checked and references needed two persons one last employer and one general person known to the candidate.  A CRB check will be taken for the security of the company.  

As you are talking about a final selection decision it means that we are talking about candidates who already passed the first selection, meaning these people are knowledge wise, based on their CV's, the candidates that are invited for an interview.

During the interview I will concentrate on their personality, on their motivation.

Why do they want the job, and how would they react if I would start to give them a hard to answer question, once they answer I would start to dig into this answer, I want to know the reason of their answer, I want to know how the person thinks, solves problems.

In that interview I will put the candidates under a certain stress, how are they dealing with that stress.

I am interviewing a lot, and I do realise I am not easy on candidates, stress resistance is in my field very important, during an emergency on a ship I can't have it that any of the persons on board would not be able to handle stress.

Dear sir Its depends on the " job discription" company always looking about our profit and how to select a suitible candidate in low cast and high quilified candidate company always searching a high quilefied candidate in low cast which one candidate fullfill the needs and want of company hire those kind of candidete campany look the employee atitied and personality and quilefication and experince under the low cast

Hi, Drafts can be used as a criterion for determining the most suitable candidate for the post. Each job condition will show the degree of compatibility of the candidate's qualifications with the requirements of the post.