The Real Step by Step Hiring Guide

 

When you feel the need of hiring supreme new blood to your workforce, you will taste the bitter truth of real-life talent war.

 

As a friendly reminder in your long and exhausting recruitment process, here is the checklist in searching for a top candidate:

First: To know what you really need from the position

1. Arrange for a meeting regarding the recruitment with the recruiter, the HR supervisor, the hiring manager and possibly an associate.

2. Generate and prioritize the key requirements needed from the position and the special qualifications, characteristics, and experience you seek from the candidate

3. With the assistance of the HR department, generate the job description for the position

Second: Try to find the potential employee form your current staff

1. Post the position internally via e-notice board for one week.
2. Send an all-company email to notify staff that a position has been posted
3. To encourage internal transfer of your staff, state in the posting that you are advertising the position externally at the same time
4. Prepare an internal application form for staff to fill in
5. Consider technical qualifications, knowledge and culture fit when screening potential staff
6. If no internal candidates are selected for the position, make sure you have communicated with the applicants that the reason why they were not selected, so as to help the employee continue to develop their skill and qualifications
7. If an internal candidate is selected for the position, prepare a written job offer stating the new job description and salary
8. Discuss with the internal candidate’s current supervisor for a viable transition timeline

Third: Not satisfied with your internal applicants? Develop a candidate pool from external source

1. Put job ad in social media online/ printed source/ professional association websites/universities career centers.

2. Think of other ways that you might need in locating the proper pool of talents

3. Develop criteria to select a pool of well-qualified potential candidates upon meetings with the HR team

4. Screen out unqualified candidates from their CVs before interviews

5. Priorities criteria and qualifications for screening potential candidates

6. Send out emails to all candidates to notify them with the receipt of their CVs indicating potential candidates would be reached by interview phone calls. Also, remind applicants without phone calls that their CVs would be kept for a year in case of other potential positions arise

7. Schedule for interviewing potential candidates

8. Contact potential candidates for interview by phone calls as well as emails with details regarding the interview

9. Arrive into agreement with the HR representatives about the interview goal

10. Prepare and inform candidates for the interview process and anticipated duration.

11. Prepare job application form for candidates to fill in before the interview

12. Assess on the interviewee base on the criteria developed with the HR team and create opportunities for the interviewee to know more about the company and the position to be taken

13. Fill in an evaluation form for each interviewee during the interview

14. Discuss with the HR representatives for selecting potential candidates for a second interview

15. Determine the interviewers of the second interview whose decision can impact on the recruitment. Involve more supervisors in the interview is better.

16. Hold a meeting to determine the role of each interviewer. Each of them may have to focus on one specific aspect of the interviewee depending on the requirement of the post.

17. Schedule for the interview dates making sure every interviewer is available on the scheduled interview.

18. Design and prepare for any written/non-written test for the candidates

19. Rate each candidate according to the evaluation form

20. Select two to three candidates out of the rest. The HR team then has reference check on them regarding previous employment, credentials and other qualifications. If ay candidate is found dishonest, remove him/her from the list

21. The interviewers should arrive into agreement on the finalist. If no candidate reaches the final stage, another round of recruitment process should begin from step one

22. If any discord appears, the supervising manager should make a final decision

Finally, when the one and only one appears….

1. Discuss on the salary with the HR team upon the expected salary of the candidate and the budget of the department
2. Determine the conditions upon the offer and make sure the candidate fully understand and accept them
3. If the candidate does not accept the conditions upon the offer, a negotiation is needed to bring the company and the candidate into agreement and a balance should be reached between the benefits of the company and the reasonable requirement of the candidate
4. HR team then has to prepare a written offer letter stating the salary, position, starting date and other terms and conditions based on the agreement between the company and the candidate. If the candidate refuses to sign on the offer letter, which means he/she does not accept the offer, another recruitment process has to be carried out from step one

 

– If everything goes smooth….. Congratulations! You have completed an extensive, exhausting and complicated hiring process gaining a new blood in your workforce!

– Want to save the bitter effort in searching for a top candidate? Why don’t you contact a us to complete this mission impossible for you?

(c)2011. Faro Recruitment Group

 

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