In a holistic approach, recruitment is the process of acquiring, a potential candidate, vetting their qualifications and hiring them. Selection is the key step here, which results in a decision to chose the most appropriate person. The entire recruitment and selection process depends on many factors, including a position profile, which is of fundamental importance.
Once this profile is drafted, a job offer is formulated and published in as many media and communication channels as possible. Two decades ago, it was mainly in the press, but nowadays almost all information on employment offers is exchanged via the Internet; the majority of professionally active persons are present on the Web through their profiles in classified ads portals and social media. Automation of most search functions ensures that candidates who described their skills in detail may be invited to take part in a recruitment process before they spot a potentially interesting job offers themselves.
Reading application documents
Selection stars with reading application documents; then comes a preliminary analysis of the chosen applications, sending invitations for interviews and preparing personality and competence tests.
Basic recruitment and selection tools include both those used for getting to know a candidate as a person, as well as those for vetting their competencies.
Know your candidate
- Analyzing a candidate’s resume, which means a thorough study of the CV and cover letter, application forms, biographic surveys and profiles in professional services such as LinkedIn, GoldenLine or Xing.
- Job interview which is simply a conversation with the candidate. It provides the opportunity to obtain more detailed information about them. A direct conversation helps to identify attitudes, motives, behaviors, interests and expectations.
- Psychological tests may be divided into two categories: tests checking intellectual abilities used to identify skills e.g. mathematical, presentational or spatial imagination, as well as psychological questionnaires used to determine personal traits, temper and way of dealing with emotions.
- Competencies tests, which include professional knowledge tests (measuring knowledge and the ability to use it), language tests (checking whether the candidate really speaks the language at the declared level) and skills test (checking fluency in using specialist software).
- Assessment Center where a candidate performs different tasks during a one- or two-day meeting. This is one of the most important, accurate and efficient tools used by recruiters. A candidate’s work is evaluated based on criteria developed for a particular position. Such an assessment provides exhaustive knowledge about each candidate.
- Simulation techniques used to check a candidate’s behavior in artificially provoked but real situations, e.g. related to a crisis that has recently occurred at the employer’s company. These allow to assess how the candidate copes with stress under time pressure or with a backlog of tasks.
- Checking references, so verifying the opinion the previous employer holds about the candidate. References, written or oral, provided at the request of the recruiter, are a great source of information. Pre-drafted written references, considered to be unreliable, are actually a thing of the past.
The above-presented selection of tools and techniques used by recruiters is constantly evolving. Some part of the process has been automated in recent years through the application of, among others, ATS software for managing application documents. Each year brings additional improvements and IT tools, but the solutions described are the basis of reliable recruitment.
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