Big organizations always face such issues when they are starting their journey to hire employees for their different branches in a country.
To be honest, it becomes hectic for them to interview hundreds of candidates and then, answering each of them whether they get selected for the position or not.
Before you even think about putting a metaphorical pen to paper, the in any recruitment process is to … Which candidate skills and qualities are a must?
Do you know the role like the back of your hand?
Don’t give us that look; this step isn’t exhilarating, but it will make you a more effective recruiter during every other part of the process.
It will help you :
1. Write a differentiated job description that gets the right talent engaged and excited
2. Proactively source qualified candidates
3. Set realistic expectations with your hiring manager (because no candidate is perfect)
4. Sell candidates at every touchpoint
5. Pass appropriate candidates to on sites and save your entire team valuable time
6. And all in all, reduce your time to hire while increasing your quality of hire (yes, you CAN have your cake and eat it, too)
There are many ways to build your talent pipeline. Traditionally, recruiters attract applicants via their company careers page or through job boards. As the market for talent has intensified, companies have dedicated more and more resources to employee referral programs and proactive candidate sourcing.
Every interaction with a candidate – even the ones before a recruiter is in touch – is a chance to convince them that your company is the place they want to work.
Companies use job boards to post their openings and increase visibility to candidates. It’s worth doing some research and experimentation to find out which job boards are the best for your company. Don’t assume more is better: if you choose job boards that don’t yield quality candidates, you’ll simply have more noise to deal with.
The interview process will vary from company to company and role to role.
in a standard interview process, candidates go through a Telephonic screening round, onsite interview(now replaced by Video interviews in most cases-Thanks to Covid), followed by reference checks, and the offer stage(mostly post Negotiations as per the Industry standards and company policy).
1 Quick Hack for the Interview Organizer(HR commonly) or even the candidate in most scenarios–It’s important to collect interview feedback quickly. Right after an interview is when information is freshest in everybody’s mind, and the ability to make a quick decision and get an offer out is a competitive advantage. Ask interviewers to take notes during their interviews and submit feedback via your chosen tool. (Easiest is writing their Feedback on the Resume Top itself–traditional but works)