please paraphase the text below using different concept/words.

Selection Approaches

Preliminary Screening:

Preliminary screening is the process of going through the applications to see which applications meet the requirement of the job. Once an employer or a recruiting manager has received what they considered to be a sufficient amount of applications of employees that are interested in the position, the recruiter starts screening those applications and resumes to determine which applicants to contact for the preliminary screening interview. Many times, once the job posting has reached a certain amount of applications the employer will take down the job posting. Preliminary screening is an effective method for measuring the selection of candidates who meet the basic requirements for the job.

In screening, unqualified candidates are eliminated by information given in the application form, whereas preliminary interview rejects misfits for reasons, which did not appear in the application forms. Due care needs to be taken to ensure that the weeding out process does not lead to the elimination of desirable candidates (Chand).

The screenings can be done based on their qualifications or the type of education or the experiences that are listed on the job posting. Once the preliminary testing begins, the recruiter goes through the applications to look for any of the qualifications that are listed on the applications that meet the requirements of the job. This helps to make the selection process a bit easier because this gives you only the employees that meet the qualifications of the job posting.

Interviews:

Interviews can also serve as a valid selection method. Interviews give recruiters an opportunity to find out whether or not the applicant is still interested in the job. Interviews such as telephone interviews can save businesses money and time of conducting face-to-face interviews immediately following the preliminary screening step. Interviews done either on the phone or in person can help to confirm whether the applicant has the requisite qualifications for the job. Interviews help the recruiters to find out if the applicants can articulate their skills and qualifications in a manner that meets the organization's staffing needs.

The Vetting Process (Conducting a Background Check):

When youre looking to make a new hire, its common practice to call references and confirm previous employers. Vetting an employee delves deeper into the applicants background. The vetting meaning hasnt changed that much over the years, but its essential for you as a business owner to understand the entire process. This can include a search for an applicants prior convictions or jail time, checking credit references, verifying professional licenses and certifications, and tracking employment history. It is the job of professional investigative agencies that you hire to conduct these checks and to screen the background of the job applicant. When you vet a candidate, youre looking for potential red flags that could determine whether that person will become a reliable and effective employee or prove unreliable and inefficient at performing regular work duties. Therefore, the vetting meaning isnt merely about digging up dirt on a prospective worker; its about protecting your workplace from employees that wont add value to your business (Anderson, 2018).

As part of your standard employee vetting policy, you should make sure that the process only begins after the candidate has gone through the initial set of interviews. Conducting the background check too early may be a waste of resources and money, while vetting too late may mean that your company will need to find a replacement if there is an issue with the employees background. Before the vetting process can begin, your prospective employee must sign a consent form in which she grants the company permission to investigate her background (Anderson, 2018).

While the vetting meaning can differ slightly from company to company, there are some best practices to follow when conducting a background check on a potential employee. First, make sure that the vetting process is clear, concise, and standard among all applicants. That means that every person you consider for the position should go through the same background check. Second, ensure that the consent forms are easily understood and signed before the background check starts. And finally, you should avoid making any request for personal or additional information that does not apply to the job (Anderson, 2018).