How to Rank Job Applicant Interviews
Previously, the posts were in abundance and the applicants were not to be found anywhere because there was less competence and specialisation in the market. However, the increase in education level all across the globe and the saturation of market has caused the change in the dynamics of the job market and the applicants are in abundance these days. Hence, the interviewer has to shortlist the candidates but the dilemma is the criterion that is required to minimize the list of best possible candidates that are potential best for the job.
Instructions
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1
You need to define the ranking system for a particular job description. You have to underline the basic educational requirement for the job and witness if the candidate fulfils the criteria or surpasses the basic requirements. The candidate has to fit in the requirement perfectly; less academic qualification or even its abundance is to be neglected.
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2
Experience of the candidate in the overall job market is the next thing that you need to identify. The minimum experience required for the job is established at the time of the vacancy availability and any candidate fulfilling that criteria should be cleared for the next screening stage. It is important to know the difference between the normal work experience and the relative work experience. Moreover, the decision should be based on that as well.
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3
Technical capabilities are the next screening step that the interviewer needs to figure out. The minimum knowledge about the technology used by the successful candidate is to be established and all the resumes should be matched with that so in order to understand which candidates who cleared the two short listing processes are proficient in it.
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4
Next step is to figure out the training that the candidate has obtained in the field relative to the vacancy. All those applicants that have cleared the diplomas related to the field should be preferred over those that have never done that in their entire life. It is an optional screening method but an important one if the numbers of applicants are too large.
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5
The communication and interpersonal skills are to be judged during the interview and rated very strictly by the interviewer so that the short listing process can pitch in with another criterion. A successful candidate must be able to pass on the knowledge to others and have the capability to convey his message in the simplest fashion.
