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Careers

OUR PROCESS

01.

Announcing The Job

Once it is decided that an empty position needs to be filled or after a new position is created, the management team should list out the desired qualifications for the job. Candidates may need a degree or certification, a specific number of years of work experience, or a background in a particular industry. When these have been established, the human resources team can pick where to advertise the job.

Common placements include Facebook or LinkedIn. Entry-level positions may be shared to Craigslist as well. Online job boards are also common. Don’t forget to share it with your community newspapers or job fairs. For positions where you want to consider existing employees, use best practices for announcing internal hires. Companies may also enlist the help of a staffing agency or recruiters for the initial outreach phase. 

02.

Resume screening

Now that you have wrapped up the application phase of the employee selection process, you have a collection of resumes or CVs to sift through and filter those deemed suitable for a screening call. What you’ll need to do now is go through resumes one by one, whether manually or software-assisted, and identify prime candidates.

This is one of the most traditional employee selection methods to move candidates to the next step by identifying and disqualifying those who don’t quite fit what you’re looking for.

There may be hundreds – in some cases, thousands – of applicants for a single job. There are numerous ways to filter resumes:

 

03. 

Assessment test

Once you’ve screened candidates and sorted them out into “promising”, “maybe”, and “disqualified” groups, you want to look at the surviving candidates and further assess their ability to do the job you’re looking to fill. These assessments can take place in a multitude of forms in the selection process: 

04.

In-person interviewing

You’re now deep in the selection process, having screened candidates, evaluated their skills, assessed their abilities, and created a shortlist of the most qualified people. It’s finally time to meet in person with those promising candidates and determine who’s going to be your next hire.

good interview will help you make better hiring decisions, as you will objectively evaluate and compare candidates’ potential. But there’s more to do than the actual interview. You need to prepare yourself and the entire hiring tea 

05. 

Reference checks

In the final stages of the selection process, you might want to get some references for your best candidates. This way, you’ll get feedback about their performance from people they’ve actually worked with in the past, such as former managers, former colleagues or business partners and clients.

06.

Decision and job offer

Congratulations! After a series of well-organized selection processes for recruiting new employees, you’ve finally found your perfect hire. Now it’s time to let them know you’re offering them a position at your company. The job offer process is a critical one; done right, you’ll soon welcome your new employee in the office. But, if you miss something, you might lose a great candidate and have to start the hiring process all over again.

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