1.Review job applications
2.Test candidates
3.Interview selected candidates
4.Choose candidates based on pre-determined selection criteria
5.Perform background and reference checks
6.Send selected candidates for a health check
Summary:
They will begin asking you a series of questions to assess your knowledge, abilities and personal suitability. These may include:
•Closed questions that demonstrate your knowledge by requiring a specific factual answer.
•Open-ended questions that are broader in scope and require you to work through the answer.
•Situational questions that describe a hypothetical situation and ask how you would proceed in those circumstances.
•Behavioural questions that ask you to describe a time in your own history when you dealt with a certain situation, and to explain how you dealt with it.
You may also participate in a set of exercises that will demonstrate your abilities and suitability for the role. (All candidates for the same role will go through the same testing process.) These may include:
•Tests that demonstrate your ability or knowledge of specific relevant tasks, such as writing a sales script. These may be written or performance-based tests.
•Situational exercises that use hypothetical situations to demonstrate your ability to solve problems or make decisions.
After screening and interviewing each candidate, the HR team scores and ranks each one, then checks the references for the top-ranking people. Once they have made their decision, they contact the successful applicant, as well as everyone who was interviewed.
