A person who submits an application for a job, internship, or other position at an organization is a candidate. In the context of HR, a candidate is someone who has applied for a position and submitted a resume and other relevant documents. The first step in the recruitment process is to find a vacancy. Next, the job posting is advertised, resumes are reviewed, interviews are held, and the best candidate is chosen. The employer carefully evaluates a candidate's skills, experience, personality, and qualifications to see if they are a good fit for the position.
HR professionals may also use various assessments and tools to assess candidates' suitability for the job during the recruitment process. Depending on the requirements of the position, these assessments may consist of aptitude tests, personality tests, or technical tests. Background and reference checks can also be used by employers to confirm a candidate's qualifications and work history. The employer makes the final decision based on the candidate's overall fit with the organization's values, culture, and business objectives. The selection process is typically rigorous and involves multiple stages.
As well as assessing contender for employment opportunities, HR experts may likewise keep a talent pool of expected possibility for future open doors. Maintaining contact with candidates who have applied for positions in the past or who have been identified as potential candidates for upcoming positions is necessary for this. This assists associations with smoothing out the enlistment interaction by having a pool of qualified competitors promptly accessible when a position opens up.