Uganda Police Recruitment Screening and Selection Process

By | May 31, 2022

Uganda Police Recruitment Screening and Selection Process

Uganda Police Recruitment Screening and Selection Process 2021 – Complete Guide:

What Is Recruitment Candidate Screening?

Candidate screening is the process of reviewing job applications. This comes in right after candidate sourcing and involves skimming through resumes and cover letters to find the closest applicant-job-description matches keeping in mind qualifications, experience, skill sets, and projected candidate-organization fit.

Despite major headway in technology, screening still happens to be the most time-intensive aspect of hiring with an average hiring decision taking about 23 hours of screening time. This is with the current size of recruitment teams of about three or more people, and they are predicted to only get the number of recruits needed for that particular year as instructed by the General.

READ ALSO: Recruitment Medicals Shortlisted Candidates of Uganda Police

A 3-step guide to the candidate screening process

The process of candidate screening, whether they have a few applicants to browse through or are skimming through mounds of résumés, follow three basic steps – all depending on a deep understanding of the requirements of the role.

The primary check that is conducted (whether by the human eye or by artificial intelligence) involves a look at the qualifications, which may include work experience, academic background, skills, knowledge base, personality, behavior-indicative traits, and competencies.

Step 1: Ticking off the basic or must-have requirements

These are mandatory fields that the candidate must qualify in – for example, having the legal allowance to work in the country where the role would be based.

The question may arise about valuable talent being overlooked if they don’t meet these basic criteria. But this can then become a debate of convenience (of less time and a tight checklist) over a possible oversight, and most are wise to choose the former in a candidate market as heavily fragmented.

Step 2: Scanning for preferred or good-to-have qualifications

This step involves looking at resumes that meet the basic requirements a little deeper to look for qualitative attributes that a candidate might bring to the role. These would build a stronger case for the CV, since these extras would enable the candidate to do a better job on the role. For example, having prior experience in mechanic would be an added bonus.

Step 3: Matching the holistic picture of the candidate to the role

This is probably the first time during the screening that the recruiter looks at the candidate as more than just a CV and tries to match a more holistic employee persona (with must-have and good-to-have qualifications) to the job description. This is where candidates are shortlisted to go onward to the interviewing and testing phase.

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