Recruitment – Making sure you find the right candidate

recruitment

Recruitment – Making sure you find the right candidate

Recruitment can be tricky at the best of times and now with most of the recruitment process being online, it is important to have a clear understanding of the recruitment process. It’s also important to fully understand the requirements of your business to ensure you are selecting the right candidate that will be a good fit.

 

We will start by outlining the seven key steps of the recruitment process:

 

  1. The screening process

The screening process allows the hiring manager to gain valuable insight into a candidate’s experience, qualifications, and job suitability prior to an interview. The screening process would often include the review of the candidate’s CV but some may opt for a telephone screening to gain further insight into the candidate’s personality.

  1. Completion of the Application Form.

Next comes the application form. Tailoring an application form to be role and company-specific allows the hiring manager to get a better understanding of a candidate’s ability against the specific role requirements, helping them to understand how suitable the candidate will be for the role on offer.

  1. Employment Tests.

Employment Tests have become increasingly popular over the last few years. To get a true understanding of a candidate’s knowledge and experience a business may want to have tested in place to get an understanding of the quality of work that a candidate can produce also. Following successful testing, a candidate would then progress to the next stage.

  1. Job Interview.

Job interviews are traditionally conducted face to face but with the lockdowns, pandemic and fallout of COVID-19, this has moved online, with many recruiters and hiring managers opting for Zoom interviews. Where a test or CV may showcase a candidate’s skills or qualifications, the interview is vital in allowing the candidate to show their personality and professional manner, allowing the interviewer to get a better understanding of their suitability to the role and their ability to work with customers or as an effective part of a team.

  1. Conditional Job Offer.

After a successful job interview a conditional offer will be drawn up for, the candidate, which means the company, would like to hire the candidate subject to references.

  1. Background Investigation.

In line with the conditional offer, companies will often conduct background investigations, especially in roles that deal with children and/or the public, some businesses may do credit checks or require a DBS to be completed before starting in the role. Companies will often also require references from a candidate’s previous employers to get gain further insight into their suitability.

  1. Permanent Job Offer.

Following any necessary checks, you can then issue the candidate with a permanent job offer. This offer will include the start date, salary, any contractual terms/documents, and employment terms. Following this step, you are then ready to welcome the new member of your team!

 

How to ensure you have picked the right candidate:

 

Throughout the recruitment process, it is important to consider the different areas that make up the perfect fit for your advertised role. Qualifications alone won’t make an applicant the right fit for your company. You need to consider the following:

 

  1. Occupational experience: Exploring a candidate’s occupational experience will provide you with some valuable insight into their skills, abilities, and capabilities when working in a team or in certain scenarios relevant to their role.
  2. Academic achievement: On occasion, a candidate may not have a wealth of job experience,  whether they are newly post-grad or new to the industry, in these scenarios, a person’s academic background can be a good indicator of their suitability.
  3. Interpersonal skills: Many roles require a level of teamwork and for candidates applying for managerial roles, having strong interpersonal and communication skills is of the utmost importance.
  4. Personal qualities: A person’s ability to adapt to challenges, how they present themselves and how well they converse with others all fall under personal qualities that would make for a strong candidate.
  5. Organizational fit: Each business will have its own culture and value system, having a new starter that fits and shares these values will ensure they work well as a member of your team.

 

If you are unsure about the quality of your current recruitment process or if you would like a member of our consultancy team to review how you are currently managing this process then please get in contact with the HPC team today.

 

T: 0844 800 5932

E: contact@highperformanceconsultancy.com

Twitter: @HPC_HRServices

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