What is this?
- Rigorous and consistent application screening based around the factual criteria and the competencies required for the role
- Suitable for a one-off recruitment exercise, a volume recruitment project or a year round campaign (such as graduate recruitment)
- Screening can be on-line, on paper or over the phone
- All candidates are asked to provide answers to the same structured competency based questions designed to probe into the key behavioural areas plus relevant technical questions
- Screening is supported by an objective rating and reporting format to comply with audit trail requirements
- After screening the candidate is then passed to the next stage in the assessment process (e.g. interview, reject etc.)
- Screening can then link into on-line ability testing, personality questionnaires or telephone interviews etc.
What do WorkLife do? The logistics and timescales
After taking a full brief on the role and the competencies we can:
- Design the initial screening process
- Carry out the screening, producing objective ratings and (as appropriate) brief written reports on the candidates. Usually (dependent on the client requirement) initial applications are screened within 1-3 days of their receipt
- Pass or reject candidates sending the appropriate correspondence to them by email or post as required
- Carry out wider correspondence with candidates as required
- Produce daily/weekly/monthly report data as required
- Screen under your name or ours, as you wish. The key criteria is to offer a seamless service to candidates
We always provide a team of permanent assessors to work on long term projects ensuring on-going familiarity with the client requirements.
Further Information
To find out more about Initial candidate selection please contact us »