Job Seekers through HR’s Eyes

Job Seekers through HR’s Eyes

Hiring an applicant to fill up a job position is a daunting task. The human resource department of a firm has to go through a step by step process to pick the best candidate for the role. The search can take some time. A hurriedly done hire could result in high staff turnover and opportunity cost that is missed. Hiring staff can bring in talented professionals that can assist the firm to grow and make the right decisions by investing in a detailed and thorough hiring process. There are times when the hiring staff feel they can’t get the right candidate for the job or are unsure of how to communicate a decision that they did not pick a specific shortlisted candidate.

 

How HR Examines and Choose Candidates

  1. Identifying Hiring Need

HR usually meets to generate a prioritized list of job requirements including characteristics, special qualifications and experience they want from a candidate.

  1. Planning

 Those in HR to be involved in the hiring process usually agree on the process of hiring, the steps and communications to be used. The pan usually includes a timeline, recruitment plan, criteria for initial candidates screening, a selection committee, interview questions and the instructions for taking notes.

  1. Job Description Creation

The job description usually entails an agreed upon job requirements listing. The other information usually includes vital functions that are to be performed in the role and the merit of working for the company such as workplace environment, compensation, benefits, and perks.

  1. Job Opening Posting and Recruiting

A job posting is advertised internally for current employees to make referrals and apply for the positions. The advertisement is also posted on the company website, online job boards, social media, and industry publications.

Aside from the passive recruitment through job posts, hiring staff seeks qualified candidates through social media, industry events and LinkedIn. This ensures that some applications are from potential candidates and not necessarily those that are actively searching for fresh jobs but who fit for the role are accepted.

  1. Screening Interviews

These are initial interviews with applicants that are usually phone calls made by HR representatives. These interviews are used to determine if the applicants have the qualifications the firms are seeking for the position. The screening interviews also serve to narrow done the pool of candidates eligible for the shortlist. In some instances, HR will explain the interviewing process during the call.

  1. Interviews

The selection committee usually determines the number of interviews to schedule for the candidates. Mostly they typically involve:

  • One on one interviews where the applicants meet the interviewers and focus is usually on the applicants’ experience, skills, work history, and availability.
  • Meetings with management, staff, executives and other designated members of the firm on one on one or panel interviews, offsite or online interviews. These are usually more in in-depth, and the focus is generally on specific subjects.
  • The senior leadership of the company usually conducts final interviews. At this stage, the number of candidates is generally smaller.
  1. Applicant Talent Assessment

HR will assign the applicants some tests that are more standardized to assess their personality types, their talents, physical suitability for the job, emotional intelligence, cognitive abilities which include memory, reasoning, accuracy, math, reading comprehension, and perceptual speed. Some firms will require applicants to complete specific tasks for the demonstration that they have the professional skills to do the job.

  1. Background Checks

A background check that usually involves the credit history, employment history, candidates’ criminal record, and eligibility. Some firms will even check the applicants’ social media accounts to ascertain that the candidate is likely to represent the company in a very professional manner. Some firms also do drug tests depending on the nature of the job.

  1. Decision

The HR staff usually evaluates the applicants based on the interviews, the job experience, skills, talent assessment, recommendations, and other relevant information. A top choice is then identified and agreed upon. A backup candidate is usually selected.

 

When No Candidate Meets the Hiring Criteria

In such instances, the hiring process has to be done afresh until a suitable candidate is identified

Communicating Rejection

When HR doesn’t pick at the shortlisting stages of any of the interviews, they may choose to send a regret email or call you to relay the information most courteously. The HR representative could encourage to keep seeking more opportunities and wish you well in your future endeavors.

  1. Reference Checks

Professional references are contacted after the candidate is selected for the position. These checks are usually done to verify the candidate’s employment details such as job performance, strengths, and weaknesses. 

  1. Job Offer and Hiring

 Offering the job usually entails handing of an appointment letter that states the position remuneration, the start date, the conditions and terms of employment. The candidate is then required to agree and sign or negotiate terms or reject the offer. Once the candidate accepts the offer, he or she is hired.

 

In conclusion, the process of HR getting a suitable candidate is very detailed and thorough.

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