Part 2
For the purpose of hiring a construction project manager, we have to explore a number of screening methods and discuss the pros and cons of each. The popular methods of screening include screening resumes, cover letters, and reference letters; conducting interviews on the phone or simply screening interviews, screening tests, questionnaires, reviewing the bio data and much more. We will look into a few methods now.
Resume Screening
Once the resumes for the vacancy of Construction Project Manager are received, the first step is to review each and every resume carefully. Experts in HR look for keywords, formatting and quick information on the resumes and if any of the details included are attractive, the resumes are kept aside for short listing. Well-written resumes communicate the enthusiasm and worth of candidates for the mentioned vacancy (Watkins, Johnston, 2002). The resumes are evaluated on the basis of specific criteria. Once the weighted scores fall in the desirable range, the candidates are shortlisted for interview. However, in some cases, the information provided in the resumes and cover letters is not enough to judge and profile and personality of the candidate.
Screening Tests
Rey, Mignin (2008) suggested that screening tests could be conducted to find out to get an idea of how much knowledge the candidate possess about project management especially in the area of construction. Multiple choice questions, problems, charts, planning tools and importance of control and monitoring could be asked in relation to the core concepts of project management. The test is usually taken in written form and it is timed. The candidates have to be physically present to attempt the test.
Screening Interview
It is really important to carry out face to face interview session with the candidates applying for the position of Construction Project Manager. The candidate will be asked questions about his educational background and prior experiences as project manager and also why he wishes to be a part of the organization he is giving interview for. Recruit Loop (2014) mentions that interviewing will also give the HR team a clear idea about the personality of the individual as well as his strengths, weaknesses and approach towards professionalism. The interviewer evaluates the performance of candidate during the screening interview and makes suggestions for a final interview.
Reference Check
Nixon, Kerr (2011) proposed that reference check is one of the most important steps in the screening process of recruitment. Employers carry out reference checks to ensure that the information provided by the candidate regarding his qualifications, experience, and skills acquired is correct and not manipulated. Reference checks allow the recruitment team to gain more insight about the candidate skills, knowledge and hidden personality traits from those who have actually seen him perform. It is usually preferred that the references provided are of those who have worked directly with the candidate like peers or immediate supervisors. Moreover, it is necessary to gain the consent of the candidate before carrying out reference checks.
Biographical Data
Screening of biographical data is also an important step in the recruitment process. Catano (2009) suggests that biographical data allows the candidate to answer narrow questions related to his educational background, personal and professional experience, attributes, hobbies, family, relationships, work pursuits etc. Events related to the past can also be discussed so as to get a better idea of the overall personality and professional approach of the candidate towards the new job.
Part 3
In this part, we will be providing templates for two of our chosen screening methods which include resume screening and screening interview.
Resume Screening
When the resume is received after the vacancy is announced, it undergoes screening by the HR department. The HR department will closely look at the qualifications and experience of the candidate in the area of project management. The HR wants to ensure that the candidate hired as a project manager must be well qualified from a reputed institution. Strong educational background means that the candidate has a strong grip on the area of project management and he possesses a well-defined set of skills. Prior experiences with good organizations are of value to HR as it is an indication of the fact that the candidate is well trained in his job and has the potential to make decision, manage teams and work with enthusiasm. Screening allows the HR team to evaluate the candidate’s achievements as a project manager and then evaluate his resume according to a specific criterion. If the total score after evaluation comes out to be positive, then the applicant will be shortlisted for interview.
Position: Construction Project Manager
Candidate’s Name: Smith Clark
The total score is 335 which make around 67%. This means that the resume after screening and evaluation comes out to be satisfactory. The HR will add the resume in the list of shortlisted resumes however, it will continue to screen out resumes and choose only those with good final scores. The rating criterion for the resume ranges from 1 to 5 where 1 is the minimum and 5 is the maximum value.
Screening Interview
Position: Construction Project Manager
Interviewer’s Name: John Clark
The purpose of Screening Interview: The purpose of screening interview is to evaluate the competencies of the candidate and knowledge on project management. The shortlisted candidates will be then called for a final interview and selection procedure.
Note that the rating criterion is based on five scales:
Excellent=1
Good=2
Satisfactory=3
Not Satisfactory=4
Not Applicable=5
The interviewer is then asked to identify:
Candidate’s Strengths----------------------------------------------------------------------------------------
Candidate’s Weaknesses-----------------------------------------------------------------------------------
Candidate recommended for final interview: Yes No Uncertain
Interviewer’s Signature:----------
References
Catano, V.M., (2009). Recruitment and Selection in Canada. 5th ed. Ontario: Nelson Education Ltd.. p320-324.
del Rey, S., & Mignin, R. J. (2008). Hiring the Best Qualified and Most Talented Employees: Handbook on Global Recruiting, Screening, Testing, and Interviewing Criteria. Kluwer Law International.
Nixon, W. B., & Kerr, K. (2011). Background Screening and Investigations: Managing Hiring Risk from the HR and Security Perspectives. Elsevier.
Recruit Loop. (2014). 11 Innovative Screening Techniques. Available: http://recruitloop.com/blog/11-innovative-screening-techniques/. Last accessed 3rd April 2016.
Watkins, L.M.,Johnston, L. (2002). Screening Job Applicants: The Impact of Physical Attractiveness and Application Quality. International Journal of Selection and Assessment. 8 (2), 76-84.
