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Posted On : Oct-25-2011 | seen (261) times | Article Word Count : 437 |

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As a human resources specialist for many years Cheap Adidas NMD R2 Shoes , I've seen it all when it comes to job applications. Most disheartening were those applications in which applicants had not addressed the specified selection criteria ... they went straight into the 'no' pile. In many cases, it was obvious from accompanying documents like the cover letter and resume, that the applicants were intelligent, experienced people who may have been good hires. However Cheap Adidas NMD R2 Womens , as they hadn't addressed the selection criteria, they had disqualified themselves from further processing. In fact, an applicant has only to miss one selection criterion to be disqualified from a recruitment process.


When an application arrived well before the vacancy closing date and it was clear that it didn't address the selection criteria, I would always write to the applicants asking them to rewrite their applications and resubmit. I attached a short brochure advising them how to go about it. Some resubmitted Cheap Adidas NMD R2 Sale , most didn't.


Why Have Selection Criteria?


All job selection techniques ultimately follow the same premise: that if you did something well previously for an employer, you will most likely be able to do it again for another employer. Organisations that use selection criteria use them to focus the knowledge, skills and attitudes applicants posess, to those required to successfully carry out a job. Take for example Cheap Adidas NMD R1 Shoes , a selection criterion, 'Demonstrated ability to use the Microsoft Office suite of software programs'. Applicants would demonstrate such ability either by giving details of a course of study they had completed that covered all MS Office programs or describing where and when they had used the programs and what they did (or a combination of both). If they had used only a few of the MS Office programs, then perhaps they wouldn't meet