Please read the Selection Approaches text below, then rewrite using different words /concept. (pleaee do not use google tools)

Selection Approaches

1. 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.

2. 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.

3. 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.