Tools for recruitment. What and how does it work?

One of the main responsibilities of HR and recruiters is recruitment. The correct selection of the candidate leads to an increase in the team’s productivity and profit. If the choice is wrong, this affects at least a large turnover of employees and their general incompetence.

Staff search begins with the description of the vacant position, its analysis in a competitive market and the needs of the company. If necessary, the description can be adjusted during the recruitment process.

At the search stage, the recruiter for selected candidates’ resumes conducts a telephone interview. Clarifies details of interest, then appoints a personal interview.

Telephone interview

Helps to weed out some of the incompetent candidates that are not interesting to the company without the interview phase. So time and energy of the recruiter is saved. However, at this stage it is also important to interest the strong candidate with the terms of the vacancy so that he comes for an interview.

After a series of interviews, the technology of selection is different. Often, the decision to hire is taken immediately, based on the results of a face-to-face interview with the manager. At times, a more detailed study of the candidate is required with the help of tests or additional technical specifications.

From the level of the open position, the tools that are used in the selection process also depend.

Executive search / HeadHunting

Such a search is usually referred to as exit to target candidates in certain companies. Often, this method is used to entice a potential candidate from other companies.

This is a rather long, complicated and costly search for the necessary candidate. As a rule, it is used for hiring top managers and specialists in narrow areas, when there are only a few, and there are already jobs in the selection of middle and senior positions. The peculiarity is that the candidate, in fact, has already been selected. It is only necessary to properly build communication with the candidate and work with his motivation. However, for such talents, in a heightened struggle, the company’s efforts are concentrated on retaining a valuable employee. Such people not only do not show activity to find a new job, but they also do not react to counter offers – they simply do not need it.

Assessment Center

Evaluation and analysis of business and personal qualities is based on the observation of potential employees during the passage of tests, discussions, business, role games and presentations for a group of people simultaneously. It is often spent for the formation of a reserve of personnel and planning of career advancement of employees. Sometimes it is used in the evaluation and selection of potential candidates.

Testing for employment

Applicable when hiring. Qualification and personal testing of candidates is used. Often carried out not at the interview stage, but at an additional meeting.

Mass recruitment

It is used when selecting a large number of employees with certain professional skills and experience. Recruitment companies use this method to select remote employees.

The bias goes to the number, and often the quality of employees suffers from this. Also there is a high probability of a certain number of substitutions.

Disadvantages can be reduced through the use of recruiting platforms, to select the most effective employees.

Recruiting platforms

To facilitate the work of recruiters, special platforms are used. The very concept of a platform means the combination of various search resources and tools in one working environment. They allow to reduce time for search and selection of candidates and increase the overall productivity of recruiters.

The result

The selection of personnel, with all the diversity of recruiting tools, has several standard stages:

1. Quantitative need for personnel in accordance with the strategic development plan of the company or on the orders of expected vacancies.

2. Writing of job description, profile and model of job vacancies.

3. Search for applicants using both internal and external sources and non-standard approaches.

4. Primary selection of candidates for resumes and telephone interviews.

5. Secondary selection based on the results of interviews and tests.

6. Making a decision on hiring.

7. Formulation of the employment contract, enrollment and adaptation of a new employee.

Very important – the right combination of techniques

For HR, the job of finding and recruiting staff does not end after direct employment. It is very important that after the beginning of joint work, after all the discoveries and disappointments, the employed person and employer could develop and build a successful business.

When looking for employees, the main thing is a successful combination of tools and selection techniques to the position, based on the goals of the vacant position and the business as a whole.

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