What is the process of choosing applicant to hire?

1. Job Announcement

The job announced is the first & foremost point of contact to get the perfect employee for your organization. The requirement of an employee selection process is a well-written job description. The job description gives clarity on the job role, skill sets, technical, as well as other expertise required of the candidate. Therefore, a detailed job description will avoid wastage of time in screening applicants who aren’t fit for the role. It gives a candidate the opportunity to assess themselves clearly before applying for a role.

likewise, the manager should ideally prepare a job description for better job role clarity. The HR then puts this job description on various platforms including the company’s website, social media pages like Facebook or Linkedin, and also gives it to placement agencies.

You Can Mention Some Points For the Job Announcement?

1. Describe your company
2. Give a brief of the job description (For example, You can mention job criteria, education certificate, )
3. Location of the job
4. Also, you can mention CTC/ Salary range and benefits

2. Receiving Applications / Resume

Next, You should be prepared to accept applications across different mediums. Invite all the resumes to one email ID for efficient data gathering. Ensure the company’s website is able to receive the CVs without any technical glitches. Once the CVs are received, a unified destination helps with sorting of qualified and unqualified candidates and reviewing them easily. In this case of different vacancies, offer different email IDs.

Along with this, you can even ask candidates to answer a few questions set by you, in order to ensure the right type of a future employee.

You should ask questions like,

1. How much do you know about excel sheets?
2. What’s the difference between journalism and content marketing? (You can ask questions as per candidate position )
3. Do you have 4+ years of sales experience?

Remember not to ask for long answers, as they tend to complicate the process. Some of these questions should require just a simple yes or no answers, from which the wrong answer directly disqualifies the candidate. An automatic disqualification must be kept only for must-have skills like the last example question.

Furthermore, keep in mind that in a bad economy you will receive over-qualified applications while in a good economy it will be difficult to find enough qualified candidates.

3. Resume Screening

The next step is to Resume Screening. This step helps you identify who is your prime candidate. An advertisement might fetch you job applications in huge numbers. Are you prepared to review applications in massive numbers? Have teams set in advance to do an initial shortlist of the curricula vitarum under the parameters like – Male /female, Experience, skills, education, location, salary bracket, and communications skills.

a. Check Resume Layout

Many candidates get rejected because of using a resume template that is unreadable by the applicant, So, that’s why Ensure that the resume is in the correct format and is easy to read. A person’s resume design says a lot about their involvement and their design sense. A neat and easy to read resume reflects on the clarity of an employee’s mind. It also shows their professionalism.

For example, if you’re looking for an employee for a marketing position, their resume’s design, layout, and ability to describe things are a tight, concise, and engaging manner can indicate how good and creative a marketer they are.

b. Qualification & Cover Letter

Companies also conduct tests as a part of the preliminary screening process. These tests could be aptitude, proficiency, intelligence, or personality tests. Different organizations hold different tests based on the requirement of the job vacancy. Tests give a reasonably clear picture to have the candidate go through the further rounds.

Furthermore, their cover letters shed light on their communication skills and their ability to follow directions. You can also use scanning software to scan through the resumes to find the right keyword.

You must look out for how well the candidate,

1. Describe the skills, background, and potential involvement in the position being applied for.
2. Describe the knowledge of your company, its vision, and its goal, and how they could contribute.
3. Communicate in a professional, error-free manner. This reflects how they would communicate on emails and other channels.

4. Telephonic Interview

Once the screening is done and relevant candidates have been found through a huge pile of applicants we move on to the next step in the employee selection process. All candidates are called and asked basic questions to understand whether they fit the requirements of the job or not.

Before getting on the call make sure you have written down your requirements and have a set budget for the position. Go through the candidate’s resume once before calling them to understand whether they are fit for the position or not.

Cold Calling

You must keep yourself well prepared before the call. Write down your requirements and have a set budget for the position. Go through the candidate’s resume once before calling them to understand whether they are fit for the position or not and also make sure to reply back to all and any of the candidate’s questions.

Few questions to ask in this stage, For Example:

1. Are you looking for a full-time job?
2. Will you be willing to travel to the job location?
3. Do you have the required gadgets for a flexible work environment?
4. Could you take me through your resume?
5. Will you be able to meet a certain requirement?
6. How long is your notice period?
7. Also you can ask, what is your current salary and how much do you expect?

5. Aptitude test and Assignment Test

Before having a one on one call with the candidates you can give them a test. It will also give you a clear understanding of their skill levels in relation to their experience. These tests are usually done online to save time and resources.

Both aptitude tests and assignment tests are different. Aptitude tests will help you understand a person’s ability to do a certain task. It checks whether their innate abilities and personalities match the requirement of the task. For example, puzzles related to logical reasoning or technicalities can be asked.

Assignment test work on understanding if the candidate has the required skillsets for the role. It re-confirms the experience that the candidates show in their resumes. This test is technical and focuses on the technical aspects of the job while aptitude tests focus on the individuality aspect of the test. For example, a writer can be asked to write a content piece or a teacher can be asked to create a lesson plan.

Conducting both these exams will give you a clear view of the candidate and their capabilities. Thereby, saving the company time and resources in the future

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