Employee selection is a key procedure for every business. Organizations adopt various tools for screening the best candidates that suit their requirements. However, the most common and effective technique used so far is the structured interview process which companies mostly use or in overseas recruitment agecnies from Pakistan sourcing talent locally.
In a structured interview process, the same set of predesigned questions is asked to all candidates. All this allows fair and objective comparison of all candidates, taking bias away from the decision to be hired. It also allows the employer to attend to the skills and experiences that matter with regard to the job.
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Though structured interviews are commonly used, most employers do not rely on them solely in order to have an all-round view of an individual's capabilities. These methods include:
First stage of reviewing resumes to shortlist applications according to qualifications and experiences.
Assessments developed to measure the ability to perform a particular job-related skill.
Assignments that resemble job tasks to observe what sort of real-world deliverables a candidate can churn out.
The structured interview is still a mainstay in employee selection because it can put the assessment of the candidates on a consistent and objective footing. Complementing such a method with other tools of selection sharpens the process of hiring to enable an employer to get the best fit for his needs.
Employers who adopted structured interviews, along with other supplementary methods, often have expressed great benefits in the form of effective and more efficient hiring procedures. Such lack of bias unleashes potent skills and experiences that allow firms to develop stronger, more capable teams.
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