Selection process
The recruitment process is the attraction, selection, identification and hiring of a new employee in the company.
This process may vary based on business factors such as size, organisational structure and tools used.
Well-planned recruitment will help you filter candidates, saving the company time and money. There are mainly 6 steps to optimise the recruiting process, although they can and should be customised.
Role analysis
The first step is to identify what the company needs. Define the position that must be filled, whether it is for a new function or a newly vacated position.
Planning starts from the definition of skills, job specifications and required experience for filling the role. This phase should be carried out with the company management to identify the essential qualities to keep in mind throughout the selection process.
Job description
Having identified the characteristics of the ideal candidate, writing an accurate job offer to attract people with the required skills, knowledge and experience is essential.
There are certain guidelines for writing effective job postings, that provide potential employees with a list of requirements to complete before applying.
An effective job description should include:
- Company name and description;
- Core values;
- Job title;
- Job description;
- Requirements;
- Preferential requirements;
- Type of contract and salary;
- Benefits;
- CTA.
Although these items are fairly standard, it is essential that they are customised according to the company, also paying attention to the formal or informal tone you adopt. Furthermore, you will have to pay attention to the choice of channels for spreading the offer. Among the main tools are online classifieds sites, such as Sercanto, a search engine for job advertisements, social networks and job boards.
Screening of applications:
In the first phase of the screening, you will have to examine and sort the curriculum based on the searched credentials and the required experiences.
Once applicants have been arranged, you can make the first screening, identifying the curricula that are most suitable and then a second one, highlighting the soft skills, the courses carried out and/or the qualifications.
Interview
After the screening phase, you proceed to the interview, where you will have to further analyse the candidates and resolve any doubts that arise during the analysis of the CVs.
The interview process can vary a lot, both in terms of modalities and in the number of steps a candidate can take.
The interview methods are mainly the Face-to-Face, telephone interviews, video interviews and video-recorded interviews. The latter, as explained in the Job Interview 2.0 article, is becoming more and more widespread, especially in the first selection phase.
Telephone, video and video-recorded interviews are quick and easy tools for evaluating candidates. Be sure to confirm the various experiences and skills and get a general idea about the personality, to discard the unsuitable profiles.
Face-to-Face interviews are usually conducted by those who will have to manage the resource and in a possible subsequent phase, also by top management. These will be restricted to a small number of candidates and serve to have a complete picture, also ascertaining the transversal skills and affinities with the corporate culture.
It is important to understand that while you are evaluating the candidate, they are also examining the company. Try presenting yourself in the best possible way, with professionalism and cordiality, underlining both what you are looking for in the candidate, but also what the company can offer in terms of training, growth margins, benefits, company climate and so on.
Job offer
The selection process can be defined almost concluded with the job offer to the chosen candidate. It is good not to assume that the selected person accepts the job offer. Try to have spare candidates to choose from in case of rejection.
If, on the other hand, the offer is accepted, it is good practice to communicate to the other candidates that they have not been selected.
However, before signing the contract, make sure that the candidate has understood all the terms and send an email with a recap and agreed on points so that at the time of signing there are no misunderstandings or sudden requests.
Onboarding
It is important that the new employee feels comfortable in the new role, so it would be advisable to welcome them enthusiastically by making the necessary introductions and, why not, even an aperitif with colleagues in the department. The goal is to include them in the company so that they understand and shares its dynamics and culture.
The new employee is an asset, so choosing the right person at the right time is important and can make a difference. Whether you are a small or a large company, these are the essential steps that will lead you to carefully select a person to include in the team.
