Recruiting the right candidate takes time, that’s why there is a methodical process within the world of recruiting. Here is the plan we stick to, starting from the beginning to the end.
Like any important issue you want to solve, you create a plan. This involves figuring out a strategy for who you think the best fit would be for the person; such as what skills, experience, and type of inter-personal characteristics a candidate would need to be successful at this job. By creating a personal description along with a projected timeline for the recruitment process, you are very well organized to start your search.
This step includes building your pool of candidates from the large swath of active and passive job seekers. The goal is to make them aware of and interested in your company. This can include posting on job sites, leveraging social media like “Linkedin”, or finding candidates based on your own company’s referrals.
So you advertised your position opening—now it’s time to screen the potential candidates to find the right person for the job. Analyzing the candidate’s resume, work experience, and even social profiles go along with this stage of the lifecycle. Based on candidates who fit your ideal candidate profile, you can funnel it down to the right set of candidates.
Now it’s time to select the people you have chosen to move on to final steps. This includes bringing them in for an in-person interview or giving them an assignment to prove their skills. This part of the lifecycle is where you can see more of their inter-personal skills.
You have a candidate you feel is right for the position so now, it’s time for you to bring them onto the team! At this point in the lifecycle stage, you give them a job offer.
Once your future employee starts their first day, it’s important to have a planned-out process where they are given the best resources to be able to learn more about the company, often via a well-executed training program. This is an essential part of finishing the recruitment lifecycle.
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