Most employers want to find the most talented, qualified candidates for their organizations. After all, employees are often the face of the business, and having a great team contributes to overall success. Finding and selecting the best employees for your organization will entail choosing the proper recruiting media as well as the right screening tools. There are many different types of recruitment plans from which to choose.
Many human resource managers use a combination of several recruiting sources. For example, most place job ads, or openings, on the company website, as well as on external job boards. Some send recruiters to job fairs at colleges and community events. Others set up internal referral systems that encourage current employees to help recruit for open positions. Some HR managers join industry associations to network for future employees.
Applications and Resumes
Applications are common screening tools used by most employers. These forms typically require applicants to state that they are legally authorized to work in the United States, as well as list to reference information. Job applications have areas for applicants to describe their educational background and work history. Many request that applicants list their previous salaries. HR managers can use applications to see if prospective employees meet the basic requirements of the position. Professional positions typically only require a person’s resume in lieu of an application in the early screening period.
After identifying qualified applicants through job applications or resumes, HR managers typically schedule interviews to further screen candidates. Phone interviews are typically used with a larger pool of potential candidates; they allow the employer to speak briefly with the applicant before investing time and money in an in-person interview. There are several types of in-person, or face-to-face interviews, including the traditional interview and a panel, or group, interview. Interviewers can ask standard questions or behavioral questions, which require the candidate to give past examples of previous work behavior.
When a hiring manager has identified a potential candidate, she may request that the person take a number of tests. This may occur before or after the interview. Skills assessments test candidates on specific skills, such as typing speed or software programs. Personality tests can help identify if the candidate has a personality that is compatible with the position. For example, most recruiters want their sales candidates to have outgoing, extroverted personalities, while they may prefer their accountants to have analytical and organizational skills.