For many job openings, the recruiter/hiring manager receives too many applicants to be able to easily sort through. A questionnaire is one way to automate the process so that the unqualified applicants can be quickly weeded out.
I wrote an article for HR.com on how to use questionnaires to prescreen applicants. The article is available on HR.com (requires that you be a member of HR.com, which is free) <link updated to site home> ( Search On Cite | Search On Google ) or as a PDF on my company's web site. <link updated to site home> ( Search On Cite | Search On Google ) I hope it is useful.
From United States, Hayward
I wrote an article for HR.com on how to use questionnaires to prescreen applicants. The article is available on HR.com (requires that you be a member of HR.com, which is free) <link updated to site home> ( Search On Cite | Search On Google ) or as a PDF on my company's web site. <link updated to site home> ( Search On Cite | Search On Google ) I hope it is useful.
From United States, Hayward
Dear Colleagues,
Questionaires are okay to screen out applicants, as we know things are evolving and changing rapidily around the world hence HRM can not be left out.
Another angle to screening is the online log-on innovation, automatically you get an acknowledgement, and subsequently if shortlisted such applicant/s are contacted electronically.
This helps reduce the volume of paper work and of cause courier/postage,
because of this technology available-it is swift and almost paper-free.
In some cases exams are done on the web and submitted while the Company then decide through automation who gets employed or otherwise.
It is a nice innovatio, however in HRM the human angle can never be eroded, every recruitment process should ideally end with a chat, one- on-one.
Thanks for now.
From Nigeria, Lagos
6Questionaires are okay to screen out applicants, as we know things are evolving and changing rapidily around the world hence HRM can not be left out.
Another angle to screening is the online log-on innovation, automatically you get an acknowledgement, and subsequently if shortlisted such applicant/s are contacted electronically.
This helps reduce the volume of paper work and of cause courier/postage,
because of this technology available-it is swift and almost paper-free.
In some cases exams are done on the web and submitted while the Company then decide through automation who gets employed or otherwise.
It is a nice innovatio, however in HRM the human angle can never be eroded, every recruitment process should ideally end with a chat, one- on-one.
Thanks for now.
From Nigeria, Lagos
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Questionnaire.d oc
Final questionnaire.x ls