(A) Develop a customized introductory
message for job seekers (e.g., a brief description of the
company, its vision (if desired), plus a brief description of
the position and the job requirements). This message can be used
to "inform and sell" job seekers when they first access the HR
Pre-Qualify system.
(B) The next step involves employers reviewing the list of
questions and deciding which specific ones to ask job seekers.
Questions in the HR Pre-Qualify system have been
professionally developed to accurately identify those job seekers
who meet the key qualifications for the position, and who are
most likely to be high performing, productive, and reliable employees.
The questions cover a number of different categories, all of which
are related to performance on the job.
Highest educational level
History of prior criminal convictions
Relocation and travel availability
Wage / salary requirements
Willingness to take a drug test
Work behavior skills
Work history including past performance
and tenure (1)
Work history including past performance
and tenure (2)
Work schedule availability
(1)
Work schedule availability
(2)
In order to maximize accuracy, objectivity, and fairness,
administration of the HR Pre-Qualify system’s questions
is standardized. However, there is some limited flexibility in
this regard. In those situations where an employer wishes to shorten
the length of the pre-qualifying process, it is possible to somewhat
reduce the number of questions.
(C) Depending on a specific employer’s needs, job seekers
who do not meet specific pre-qualifying criteria can be disqualified
from the process. Alternatively, job seekers who do not meet specific
pre-qualifying criteria can be placed in a "backup"
pool for possible later consideration. The decision to use either
one of these options is determined by the number of open positions
and the total number of pre-qualified job seekers who have successfully
met all of the employer’s pre-qualifying criteria.
Accordingly, the employer next decides whether to use any
of the questions to specifically disqualify job seekers. If disqualifying
questions are to be used, the employer also decides the specific
criteria to be used for disqualification.
(D) Develop a customized closing
message for job seekers (e.g., thanking the job seeker and
describing what are the next steps in the process).