Selection Process in Trans7

Selection simply means to choose. It is the process of picking individuals who have
relevant qualifications to fill jobs in a organization. Steps in selection process aim at
determining the most amount of information about the candidates to ascertain their suitability
for the specified vacant job/position. In Trans7’s Company, these steps are as follows:
1. Step 1: Online Registration
This process is to complete an online job application form and submit it
electronically through the required process for overview using a curriculum vitae,
cover letters, set of questions, recruitment tests or skills tests.
2. Step 2: CV Screening
CV screening is the process of determining whether a candidate is qualified for a
role based his or her education, experience, and other information captured on
their CV. In a nutshell, it’s a form of pattern matching between a job’s
requirements and the qualifications of a candidate based on their resume. The goal
of CV screening is to decide whether to move a candidate forward usually onto an
interview or to reject them.
3. Step 3: Psychological Test
A psychological test is an objective and standardized measure of a sample of
behaviour from which inferences are drawn as to future behaviour or performance.
It is used to measure the abilities, aptitudes, interest, intelligence and personality
of an individual in quantitative terms. With the help of these tests, it is possible to
determine how much of a given characteristic an individual possesses in relation
to others with whom he is being compared.
4. Step 4: HR & User Interview
HR interviews are formal discussions between employers and applicants or
candidates, where information is exchanged with the aim of determining
applicants' suitability for a position. After going through an HR interview, the
applicant or candidate then conducts a user interview.
A user interview is a common user research technique used typically to get
qualitative information from either existing or potential users. It is typically
performed by one or two user experience consultants (one to interview and one to
take notes) and can cover any range of topics from: the person’s background, their
occupation, their use of technology, their goals, their motivations, their pain
points. These all help to understand the potential and existing users.
5. Step 5: Job Offering
Job offering is an invitation for a potential employee, that has applied for a job, to
become an employee in the organization. The job offer contains the details of the
employment offer. It generally sketches out the terms and conditions under which
the employment is offered to the prospective employee. This includes salary,
benefits, job responsibilities, and the reporting manager's name and title. The job
offer also can cover the expected work hours, the desired start date, and provide
additional details that are important for the prospective employee to know.