Whether we’re talking about permanent labor certification ads or other types of job advertisements, the process is quite straightforward, as seen by applicants. Of course, in reality, there is a lot of thought put into something apparently as simple as placing permanent labor certification ads, since one has to consider how to word them, so as to make them as effective as possible, and then where to place them, among other considerations. However, as far as the screening process goes, there may be a whole lot more issues with understanding, because all applicants focus on is how nervous they feel about the fact that they have to wait so long before finally receiving an answer. Of course, for those responding to permanent labor certification ads, the whole thing that may be even more nerve wracking, since they’re starting a new life may be dependent on that answer.
Reviewing
After the recruitment phase is over, the recruitment agencies have to take the time and analyze each applicant one by one. Indeed, one can’t know where the best applicants are hidden unless they go through all applications. This process, though fairly easy in theory, can take a whole lot of time, depending on how many applicants there are. Indeed, one wants to be as thorough as possible when analyzing these applications, and the more careful they are, the more time they have to spend going through them. On some occasions, more than one person may be needed to be present at the reviewing process, which may take even more time.
One only has to think of what they used when applying to figure out just how much material there is to review: for instance, if one has placed cover letters and a few references on top of the usual resume, then there is a whole lot more documentation for them to go through.
Screening
Because in the case of immigration job posts, one can’t conduct actual interviews, at least not in the beginning stages, recruitment firms usually perform screenings, which are either done via phones or videos. Screenings are a great opportunity for those who are recruiting to figure out whether the applicant’s personality is in agreement with that of the culture of the company and whether they are ready to commit to that particular job. Indeed, applying outside the country means a lot of needed willingness to commit, since one will have to move to a whole new place for the job. It is during the application process that one figures these sorts of aspects out.
