Few people are willing to participate in interviews. The recruitment process is often associated with enormous stress, especially if we have been looking for a job or are looking for our first job for a long time. We often complain about how many stages the employment consists of and how much time we have to spend on it. However, it is worth being aware that employers really care about finding the best candidate, and this requires meticulousness.
Almost in every company there comes a moment when it becomes necessary to hire a new person or create a new position. Then the recruitment process begins, which often consists of several stages. No wonder, after all, the employer wants to be sure that he is hiring someone who is really the right candidate for the position. The recruitment process and its multi-stage nature allow you to select the best candidate, check his practical skills and verify the data entered in the CV.
Types of recruitment
There are 3 types of recruitment – internal, external, and mixed. The first one consists of selecting an employee for a new position from among people who already work in our company. External, as you can guess, is the selection of candidates from outside the company. Mixed recruitment, on the other hand, is a recruitment process in which both employees and people who do not work for the company can participate.
It is difficult to say unequivocally which of the recruitment process is the best and which is the worst. The moment we decide that we need an employee, we must carefully consider where and how to look for him. Much depends on the specifics of the company.
Step-by-step recruitment process
What is the recruitment process? Of course, it may be different in each company and it is difficult to say about the only correct method here, but many steps are repeated often.
-
First, when we decide that we need a new employee, we have to think carefully about what we expect from him, determine all the requirements and obligations for the position and start creating a job advertisement. By the way, it is worth determining where we will publish them. In addition to the requirements and scope of duties, we can also provide a suggested remuneration or additional advantages that the candidate can demonstrate. It is not uncommon for employers to overstate their requirements – after all, it is no secret that people who apply for a job sometimes add color to their CVs. Thanks to such measures, you can often find a golden mean.
-
After posting the ad, the company will most likely start receiving CVs and cover letters. The next stage of the recruitment process should therefore be to read these documents and, at the same time, to make a preliminary selection. We can reject in advance those candidates who do not meet the specified requirements in any way.
-
In the next step, a telephone interview with the candidate takes place. The way we carry it out depends only on us. It can simply be an invitation to an interview at the company’s premises, as well as one of the parts of the recruitment process to help you verify the number of applicants again.
-
The first interview at the company’s headquarters will allow you to get acquainted with the candidate and verify what he wrote in the CV or cover letter. You can ask him about successes in previous positions and examples of situations that prove his competence.
-
If we find that the interview is not enough and we have no possibility to check whether the person with whom we conduct it is a suitable candidate, it is worth carrying out another stage, which will be carrying out a practical task. In some professions, it is actually necessary to correctly define competences. We can ask for the task by e-mail or invite candidates to the headquarters.
-
After the stages of interviews and consultations, it is time to choose the best candidate. It doesn’t have to be easy to make a decision. Someone with excellent skills may have a problem with working in a group, someone with rich professional experience may be conflicting. Therefore, different criteria are taken into account, not only depending on the position the vacancy is in, but also on the people the new person will work with.
-
One of the last steps is to notify the candidate that they have received the job. Although this stage is often omitted, it is worth informing other participants about the results of the recruitment process . This will keep their situation clear and they will not passively wait for a call that does not ring.
-
The last, but certainly very important stage of the recruitment process for both the employer and the future employee is employment – agreeing all the details and signing the contract.
The recruitment process and it can seem long and tedious, but only solidly carried out can bring really good results that employers care most about. Therefore, although it can be stressful and labor-intensive, it is worth not giving up recruitment just because it is multi-stage. The better the employer gets to know us before employment, the greater the certainty that we will stay with the company for longer.
