Employers use preliminary screening interviews to A) find out ...

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Employers use preliminary screening interviews to
 
  A) find out as much as possible about each job candidate.
  B) administer pre-employment profiles and drug tests.
  C) filter out applicants who're not a good fit for the job.
  D) make on-the-spot offers to the best candidates.
  E) determine what they can expect from potential job candidates.

Question 2

Briefly explain the primary differences between solicited application letters and unsolicited application letters.
 
  What will be an ideal response?

[aprice35067]

Answer to Question 1

Answer: C
Explanation: C) Employers start with the screening stage, in which they filter out applicants who are unqualified or otherwise not a good fit for the position. Screening can take place on your school's campus, at company offices, via telephone (including Skype or another Internet-based phone service), or through a computer-based screening system.

Answer to Question 2

Answer: Whereas a solicited application letter is written in response to an announced job opening, an unsolicited letter is sent to an organization that has not announced an opening. Writing unsolicited letters is more challenging because you don't have a position announcement from which to work.
An unsolicited application letter is more challenging because you must identify the qualities the company would likely be looking for in the position you would like to get, so you need to tailor your approach accordingly. Either way, it is a good habit to include an application letter with every rsum you send out.

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