Overview

The Applicant Review (AR) is a structured process used to evaluate candidates’ qualifications, skills, and overall suitability for a job position. This method aims to ensure that hiring decisions are data-driven, reliable, and aligned with organizational needs.

Purpose

The primary goal of the Applicant Review process is to: Identify the most qualified candidates for a position. Assess professional skills, experience, and cultural fit within the organization. Ensure fair, consistent, and objective hiring decisions.

Evaluation Methods

The candidate assessment process may include multiple stages and evaluation tools, such as: Resume/CV Screening – Reviewing educational background, work experience, and relevant qualifications. Interviews – Structured or unstructured interviews to assess job-specific skills and interpersonal competencies. Reference Checks – Gathering insights from past employers or colleagues. Skills Tests & Work Simulations – Assessing problem-solving abilities, technical skills, and job-related competencies.

Scoring & Standardization

Candidates may be scored using a structured rating system, often on a Likert scale (e.g., 1 = Not Suitable to 5 = Highly Suitable).The selection process should incorporate objective, data-driven evaluation criteria to minimize bias and subjectivity.

Key References

Highhouse, S. (2008). Stubborn reliance on intuition and subjectivity in employee selection. Industrial and Organizational Psychology, 1(3), 333-342.
Campion, M. A., Palmer, D. K., & Campion, J. E. (1997). A review of structure in the selection interview. Personnel Psychology, 50(3), 655-702.
Schmidt, F. L., & Hunter, J. E. (1998). The validity and utility of selection methods in personnel psychology: Practical and theoretical implications of 85 years of research findings. Psychological Bulletin, 124(2), 262-274.
Sackett, P. R., & Lievens, F. (2008). Personnel selection. Annual Review of Psychology, 59, 419-450.