Question

‘Verfab’ was a garment manufacturing company known for its high quality fashionable clothing. They had been in the fashionable clothing business for the last 23 years. The company was earning enough profit and the demand for their fashionable clothing was rising tremendously. The company was expanding and needed to hire new talent to meet the growing demand. They followed a comprehensive process to ensure that they brought in the best candidates.

The process began with a first-round evaluation of applications. The Human Resources team carefully reviewed each candidate’s qualifications, experience and suitability for the available positions. It eliminated unqualified or unfit job seekers based on the information supplied in the application forms and shortlisted 21 candidates who met the basic requirements.

The shortlisted candidates were then asked to take a series of tests that attempted to measure certain characteristics of individuals, ranging from manual dexterity to intelligence to personality. These tests included assessments of their sewing skills, attention to detail, and knowledge of garment manufacturing processes.

15 candidates who performed well in the tests were invited for a formal in-depth conversation with the senior staff from the design team. Thereafter, 10 candidates were found suitable for the job position available.

Since these 10 candidates had cleared all the above steps, ‘Verfab’ conducted verification by contacting their previous employers to confirm the details the candidates had provided.

Thereafter, a decision was made to choose 8 candidates who were best fitted for the roles.

Explain the steps of the comprehensive process discussed above till the verification stage, to ensure that the company brought in the best candidates to meet the growing demand for fashionable clothing.

Answer 1

The comprehensive process followed by ‘Verfab’ to hire the best candidates involved several key steps:

1. Initial Screening: The Human Resources department reviewed the applicants, looking at suitability, experience, and qualifications. Twenty-one candidates made the short list after unqualified applicants were removed.
2. Testing: To evaluate their abilities, including sewing ability, attention to detail, and understanding of clothing manufacture, the shortlisted applicants took a battery of tests. This step assessed factors like personality, IQ, and manual dexterity.
3. Interviews: To determine their appropriateness for the positions, senior members of the design team invited 15 individuals who passed the examinations to participate in in-depth interviews.
4. Verification: The information supplied by the ten remaining candidates was checked by getting in touch with their prior employment.