Recruitment is an evitable part of any company. The need to bring in more staff is always a sign of profitable business, thus progress. Without it, a company would be mark timing, and in the long-run failure would start trickling in. Well, there is more to recruitment than what meets the eye. Without prior planning, all the efforts of human resources can go down the drain. There are steps that you follow for everything to fall in place. Below are the most vital steps and process that you have to undertake. Each step relies on the previous one to ensure the work is smoother and efficient.
Advertising.
Once a company evaluates itself and comes up with a vacant position, the first step is to make the situation known. The most effective way of achieving this goal is through an advert. There are lots of platforms where you can advertise. Also, some companies specialize in this kind of work. Working with them is an assurance of getting only qualified candidates. When stating the notification, it should have all the details that you want to pass across. Outline the position or positions if many. Make a list of all the requirements regarding education, experience and even age if necessary. Give a time frame for application and a strict deadline. Also, enlighten the applicants on the method of sending documents. Since technology rules, everything goes online. Therefore, an email address will work correctly.
Reviewing Of The Applicants Documents.
After the public notification, you are likely to find tons of resumes on the given email address. The real job now begins, reviewing to ascertain who meets the qualifications. The job can be quite extensive and time consuming hence the need for at last two recruiters. Most of these big companies get lots of applicants. However, not all of them qualify. With the help of other employment assistants, within two days you can manage to complete the job.
Screening.
Screening refers to a follow up by the HR department on the selected candidates. The activity aims to check on the shortlisted candidates and confirm if they are available. The recruiter will ask a few questions to ascertain that the applicants are ready for the task if bequeathed to them. It is like a mini-interview. This process’s main reason is to determine if the interviewee can manage a conversation if they are called for the actual interview.
Interviews.
Interviews are an essential part of the recruitment process. It is a one on one conversation between employer and employee with a focus of knowing each other. In most cases, the recruiter will be asking questions to ascertain if the candidate is what their resume says. Queries that may arise include skill, salary expectations, aspirations, likes, dislikes, strengths and weaknesses. It is easy to evaluate a candidate through the answers given and come to inclusion on whether they can do the job or not. Since it is two-way traffic, the applicant can also ask questions if they wish. The interviewing panel comprises of at least three people. Each will have to give their opinion and come up with a similar conclusion in the long run.
The last part is calling the candidates that have been selected and informing them of the decision. Communicate to them on when they should report for the job. It is successful when done both verbally and on the mail. A response from the recipient should be the end of the process. If you follow the above steps, then indeed, it becomes a straightforward and exciting task. Allocate sufficient time for each step to avoid making mistakes.
