Applicant Processing

From 85 applications received through an online, open-ended, job posting, the hiring team has interviewed the only 5 applicants who met the minimum job qualifications. The hiring team decided that 3 of them lacked the skills necessary for the job, but selected the other 2 for reference checks.

Since you handle recruitment and hiring as an HR Assistant, what steps should you take next in your applicant tracking system?

(Select all acceptable answers.)

Remove the job posting as you already have 2 strong applicants who have passed the interview and are going to have their references checked.

Email a generic rejection to the 80 applicants who did not meet the minimum qualifications so they know their applications’ status.

Schedule another batch of interviews in case the 2 applicants’ references are negative in order to speed up the hiring process.

Contact the 2 applicants to ensure that you have accurate email addresses and phone numbers for the references listed in their applications.

Contact the 2 applicants to find out the absolute lowest salary they will accept so you can include that information for the hiring team to consider.

Send a personalized rejection email to the 3 applicants who were not selected for reference checks that thanks them for their interviews.

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Since we’re all biased and we use incorrect proxies, why not just outsource hiring to experts or recruitment agencies? After all, they’ve been screening people for many years, so they must know how to do it right?