Identifying the hiring need according to client requirement :
Before a job position can be filled, it must be identified as available. Job Positions are either newly formed or recently vacated. In either case, the hiring staff should meet to generate arrange the list of job requirements including special qualifications, characteristics, and experience wanted from a candidate.
The most important thing what we do is planning, that involves in the hiring decision agree to the hiring process, steps, and communication channels to be used. Our planning includes the timeline, recruitment plan, criteria for initial candidate screening, selection committee, interview questions, and instructions for taking notes.
Creating Job description based on the position :
We recognize the job requirements form the basis for the job description. Other necessary information includes necessary functions to be performed in the role and the advantages of working for the company (i.e., workplace environment, compensation and benefits, perks, etc.).
Promoting the job opening through Social media :
The job listing should be advertised internally through social media like facebook, twitter, Linkedin & Instagram so that current employees can apply and make referrals. Other avenues for promotion are the company’s website, online job boards, job seekers groups, and industry publications.
Beyond passive recruitment via job posts, the hiring staff should follow out the qualified candidates via LinkedIn, social media, and industry events. This will ensure that some applications from possible candidates who are not actively searching for new jobs but who may be perfect for the role are received.
Application screening :
As job applications arrive by social media platforms or email or via an applicant tracking system (ATS), the hiring staff reviews résumés/CVs and cover letters based on the criteria established in the planning step. The Unqualified candidates’ applications are withdrawn from the applicant pool. The Qualified candidates are informed of the next steps beginning with a screening interview.
Screening interview :
Initial interviews with applicants through phone calls with HR representatives. These interviews complete if applicants have the qualifications needed to do the job and serve to further narrow the pool of candidates. HR may also explain the interviewing process during this step by step.
Depending upon the team size of the selection committee, several interviews are scheduled for each candidate.
- Early interviews are typical with one person, face to face interviews with applicants and the hiring manager and focus on applicants’ based on experience, skills, work history, and availability.
- Additional meetings are conducted with management, staff, executives, and other members of the organization can be face to face or panel interviews, formal or relaxed, on-site, off-site, or online (Skype, Google Hangouts). These interviews are more in-depth; in some organizations, each interviewer focuses on a specific subject or aspect of the job being filled to avoid overlap between interviews and to discover more about the applicants.
- The final round of interviews might be conducted by the company’s senior leadership or an interviewer from a previous round of interviews. These latter-stage interviews are generally extended to a very small pool of top candidates.
Applicant talent assessment :
Before, during, or after interviews, hiring staffoften assign applicants one or more standardized tests to assess personality type, talent also called pre-employment tests, physical suitability for the job position, cognition (reasoning, memory, perceptual speed and accuracy, math, and reading comprehension), and/or emotional intelligence. Some organizations also require applicants to take tests or complete assignments to demonstrate professional skills applicable to the open job position based on the job requirement.
Background verification :
One of the final steps forwarded in making a job offer is conducting background checks to review the candidates’ criminal record, to verify the history of the candidate and eligibility, and to run credit checks and Some big organizations also check social media accounts like Facebook, Twitter, etc. to make sure the potential employees are likely to represent the company in aprofessional way. Drug the testing may also be warranted depends upon the nature of the job.
Decision Making :
The hiring staff confers and evaluates the applications of candidates based on the interviews, job experience, skills and talent assessments, and all other related information of the candidate (recommendations, e.g.). The top choice should be identified and agreed on. A backup candidate selection & hiring process should be made, as well. If no candidates meet the hiring criteria, the hiring process should start over.
Reference checks :
The candidate has been selected for the position once, his or her professional references should be contacted. Reference checks can verify candidates’ job performance and also the employment details his/her performance, strengths, and weaknesses. The important question to ask references is “Would you rehire this person?”
Offering a Job :
Offering the job details including an offer letter stating the position’s salary, start date, and other terms and conditions of employment that are based on the agreement between the company and the candidate. It should be clear that the candidate understands the terms of the offer. The candidate may agree and sign, initiate negotiations (typically focusing on salary), or turn down the offer
Once the candidate accepts the job offer LETTER, he or she is hired. This kicks off a phase of filling out and filing paperwork related to employment including eligibility to work forms, tax withholding forms, and company-specific forms.
A comprehensive step in the onboarding process is a crucial step in the hiring process. This should involve making the new employee feel welcome even before he or she officially joins the organization. Preparing his or her workspace, providing necessary access credentials for work applications and networks, and outlining an orientation and training schedule can significantly speed up the new things to the hired candidate.
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