ng and testing tools (5) If you end up with S vs. 500 applications, what is going to be your method for screening out candidates and ensuring that you as the recruiter can confirm they have the skills you are looking for and have the ability to perform the essential duties of the job. Candidates can claim they have the skills but what methods will you use to confirm this? For this phase of the formal analytic report, after reviewing selected resumes and you have 50 candidates that have applied and 25 candidates that meet the base requirements for the position. You will be required to develop 2 items based on the job description and posting that you have already submitted: 1. Telephone screening. You need to develop a telephone screen tool with a list of questions you will ask each candidate to scale down the number of candidates you have from 25 to 10. You should be asking between 5-8 questions. Each question should have a grading ruble with identified unacteptable answers to excellent answers to move them on to the testing phase 2. Applicant testing - For this part you will need to develop one or two tests that you would have each candidate perform to effectively determine if they have the right skill sets for the position. For the testing you would need to identify what kill you are intending to measure and what a pass or fail looks like for this test The telephone screening worth 40% of this graded portion and the applicant testing is worth cox of this graded portion I will review and answer any questions in Monday, July 6 class, online lecture ng and testing tools (5) If you end up with S vs. 500 applications, what is going to be your method for screening out candidates and ensuring that you as the recruiter can confirm they have the skills you are looking for and have the ability to perform the essential duties of the job. Candidates can claim they have the skills but what methods will you use to confirm this? For this phase of the formal analytic report, after reviewing selected resumes and you have 50 candidates that have applied and 25 candidates that meet the base requirements for the position. You will be required to develop 2 items based on the job description and posting that you have already submitted: 1. Telephone screening. You need to develop a telephone screen tool with a list of questions you will ask each candidate to scale down the number of candidates you have from 25 to 10. You should be asking between 5-8 questions. Each question should have a grading ruble with identified unacteptable answers to excellent answers to move them on to the testing phase 2. Applicant testing - For this part you will need to develop one or two tests that you would have each candidate perform to effectively determine if they have the right skill sets for the position. For the testing you would need to identify what kill you are intending to measure and what a pass or fail looks like for this test The telephone screening worth 40% of this graded portion and the applicant testing is worth cox of this graded portion I will review and answer any questions in Monday, July 6 class, online lecture