Sample Solution

1. Job Posting: Organizations post job vacancies on their websites and other online resources to attract potential candidates.

2. Resume Screening: Once applications are received, organizations will go through the resumes to identify qualified applicants with the relevant skills and experiences needed for the job.

3. Initial Interview: This is the first step of a face-to-face interview process, typically conducted via telephone or video conference call. It involves general questions about experience and qualifications, as well as behavioral questions to assess how an applicant may fit into a role within the organization’s culture.

4. Assessment Test/Exam: Depending on the type of role being filled, some organizations may require applicants to undertake a specific assessment test or exam that tests their knowledge in areas related to the position they are applying for (e.g., aptitude test).

5. Group Interview/Panel Discussion: For more senior positions, some organizations often conduct group interviews where potential candidates can be observed by multiple decision makers at once (e.g., panel discussion). Panel discussions involve structured conversations between each candidate and all decision makers present in order to understand better how they would perform if given the position in question.

6 Reference Checks & Background Investigations: Organizations may also contact previous employers or other references provided by an applicant during this stage of selection process in order to verify any claims made on their resume, as well as uncover any potentially negative information about them that may affect their eligibility for employment within an organization (e..g., criminal record).

7 Final Selection Decision: After conducting various interviews and assessments throughout different stages of selection process, organizations would make a final selection decision based on what criteria has been determined during screening stage (i,.e., experience vs education) . They may also consider factors such as cultural fitment and personality traits when making this choice before offering successful candidate(s) a formal offer letter outlining further details regarding start date and remuneration package provided by company in question .

The most common selection criteria that organizations use when making selection decisions include experience, knowledge base, motivation levels , ability/aptitude , interpersonal skills , team building capabilities , communication abilities , work ethic , learning agility etc. . Additionally many firms now pay attention towards diversity equality & inclusion initiatives which need separate examination .

Experience is important than education for roles like hands-on trade jobs such as construction workers or mechanics whereas education is more important than experience for roles such executive leadership positions requiring specialized skill sets related to management or finance etc. ..