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Short Listing: Now based on the certain judging parameters (like qualifications, percentage, experience, and other given details), the application is rejected or accepted. Here lies the responsibility of the panel members that the short listing should be free from any kind of discrimination. This short listing is a very initial stage of the process to differentiate the unsuitable candidates to the ones that may be given a chance to prove. The differentiation can be on a single or a combination of parameters. The HR panel may give some preference to the internal employees depending on the nature of job and the company's policies.

Written test and group discussions: The initial short listing may be now followed by a written selection test which can further evaluate a candidate. The design and pattern of the questions can judge the knowledge of a candidate efficiently. The time limit involved in such tests also is of great importance. The difficulty of the questions can vary for different posts i.e. according to the needs of the job. This further refines the list of earlier short- listed candidates. There may also be a group discussion to judge the communication skills of the candidate and his ability to work in the group (if the job demands team work). Most of the jobs nowadays require team work rather than individual skills. It has been observed that an extremely talented (skillful) candidate sometimes fail to work in a team.

Call for the Interview: Now the further short listed candidates after the written test will be called for the interview. The date, time place of the interview will be conveyed to the candidates. Also the list of the original documents is mentioned which the panel wants, so as to verify the credibility of the information provided by the candidate in the resume. Usually the candidates are required to send a confirmation if they are willing to appear for the interview.

Interview: The purpose of the interview is to appoint the best candidate who satisfies the entire requirements. This is done by asking a number of questions related to technical grounds, personal achievements, his expectations of the job. The panel may follow different interviewing techniques which can be a one-to-one interview, phone interview, group interview, mock interview etc. This helps the interviewer or the panel to judge the candidate's personality and his mental level by asking direct and indirect questions. This interview technique is really helpful in assessing a candidate. If any negotiations about the salary are to be made, they are also done at the time of interview.

Hiring Decision: Once the panel has judged the candidate on all the parameters they wanted to, they now take decision which candidate or candidates are suitable. Now after deciding the selected candidates the panel informs the selected candidates about all the formalities (if any) to be fulfilled by the candidates to confirm their selection.

Documentation: Now the panel sends this information to the concerned authorities of the organization informing them about all the selected candidates. This document contains information of all the aspects that were taken into consideration during the complete selection process.

Emirates NBD招聘与选拔过程——Emirates NBD recruitment and selection process

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