Job applicant screening

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Industrial & Organisational : Introduction : Personnel : Organizational psychology : Occupations: Work environment: Index : Outline

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Jobs and Occupations

Job aspects

Job analysis Job characteristics Job enrichment Job experience level Job involvement Job knowledge Job performance Job satisfaction Job search Job security

Personnel management

Job change Employee turnover Employment discrimination Family work relationship Occupational adjustment Occupational aspirations Occcupational attitudes Occupational choice Occupational exposure Occupational guidance Occupational interest measures Occupational interests Occupational mobility Occupational neurosis Occupational preference Occupational safety Occupational status Occupational stress Occupational successs Occupational success prediction Occupational tenure Personnel Personnel evaluation Personnel placement Personnel promotion Personnel supply Personnel termination Personnel training Reemployment Vocational maturity

Personnel recruitment

Job applicant attitudes Job applicant interviews Job applicant screening Personnel selection

Job applicant screening part of the personnel selection process and is the shortlising that follows the closing of applications.

Different occupations require different screening procedures and employment tests in order to exclude people who are not suitable for further consideration.

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See also

• Drug usage screening
• Employment discrimination
• Job search
• Personnel evaluation
• Personnel recruitment

Additional material

Papers

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