As a starting point for recruitment is always the entrepreneurs or managements view of needing new workforce either temporary (for example for temporary work) or more permanently.
These days it is also a reasonable question if there even is a typical recruitment process – possibilities for recruitment and buying work are varied. Still the recruitment process can ruffly be categorised as seen in the namned stages below:
The typical phases of a recruitment process
- Why do we need new workforce?
- What skills are we looking for? More workforce or mainly different skills / new qualifications?
- How are we going to look for workforce?
- What are the responsibilities and main task areas of the recruited person?
- Goals for succeeding and measurements of success?
- Job title?
- the selection criteria based on the job description for evaluating
- what skill sets and qualities are required
- who would be the ideal recruited person?
- vocational skillsets and qualifigations required (f.e language skills, previous work experience)
- which requirements rank higher / are prioritized in selection?
- stating clearly the job and requirements –> receiving the best possible applications and candidates
- planning how you want to receive the apllications
- when and where applicants can ask and get further information about the job and recruitment process
- who will compare the applications?
- who will be called in for an interview?
- straight forward comparison criteria
- calling in just the most suitable candidates!
- do you want to see the papers about prevoius jobs and studying?
- finding the most suitable candidate from all of the vocationally qualified for the job
- do you want to include some sort testing, measurements or evaluations as part of the process? For example psychological evaluations
- returning to the selection criteria – does the selected candidate measure up to these?
- the most vocationally qualified isn’t always the most suitable