Inside the Recruitment and Hiring Process

 

Steps in the Recruiting Process

While hiring an applicant for a job position, a company goes through a step-by-step hiring process. This process has three key phases, including planning, recruitment, and employee selection.

Human resource planning is when a company settles on the number of employees they are looking to hire and the skill sets they require of these employees. The company must then compare their needs to the expected number of qualified candidates in the labor market.

The recruitment phase of the hiring process takes place when the company tries to reach a pool of candidates through job postings, job referrals, advertisements, college campus recruitment, etc.

Types of Recruiting

Some companies work with a recruiter to find applicants, especially for higher level jobs. Other companies will use social networking sites and LinkedIn to recruit, in addition to using traditional means of recruiting like posting help wanted ads in newspapers and social media and listing jobs online like at Indeed.com or CareerBuilder.

Many employers, especially large companies, may not actively recruit candidates, but do post open positions on their company website.

Job Applications

How applicants apply for jobs depends on the company, as well. Some companies use talent management software to accept applications for employment and to screen and select candidates to interview.​

In other cases, the job application process will require applicants to submit a resume and cover letter via email. Some employers still prefer that applicants apply in person.

As part of the application process, candidates may be asked to take a talent assessment test to see if their background matches the company's requirements. Job applications and test results will be reviewed and selected candidates will be invited for a job interview.

Steps in the Hiring Process

Listing Jobs on Company Websites

Most larger companies, and many smaller companies, post available jobs on their company website. Job applicants can search for jobs, review job listings and apply for jobs online. Job seekers may be able to set up job search agents to notify them via email of new openings. Some companies schedule interviews online, as well.

Posting Jobs Online

Companies that are actively recruiting candidates will not only post jobs on their website but will also post jobs on job boards and other job sites. Jobs may be posted on general job boards like Monster and/or on niche sites like MediaBistro, for example.

Using LinkedIn

Companies may post open positions on LinkedIn, the professional networking site. In addition, companies may search LinkedIn to find candidates to recruit. LinkedIn Groups are another venue that employers use to post jobs and find applicants.

Social Recruiting

Companies are increasingly using social recruiting to source candidates for employment on Facebook, Twitter and other social networking sites, as well as to investigate applicants they are considering hiring. Companies may use Facebook apps to recruit or have a Facebook page dedicated to careers with the company. On Twitter, companies may tweet job listings and source candidates to recruit.

The Job Application Process

Here's information on the entire job application process including applying for jobs, resumes and cover letters, applicant testing, background and reference checks, interviewing, and the hiring process.

The Interview Process

The interview process isn't a matter of getting called for a job interview, interviewing and getting a job offer. In many cases, it is complex and may involve multiple interviews.

The Hiring Process

There are a series of steps in the hiring process, including applying for jobs, interviewing, employment testing, background checks, and job offers, along with tips and advice for each step in the hiring process.

 

How to Apply for Jobs Directly on Company Websites

How to Apply for Jobs Directly on Company Websites 

Is it better to apply for a job directly through an employer, or is it better to use a third-party job site like Hcareers or Indeed?

Every company has its own hiring process, so there's no real one-size-fits-all answer here. Here's some insight into the process that might help you make a decision.

I actually interned at Indeed last summer and my project, which is since live on their site, allows the Employers to provide those "screening" questions at the time that they post the job to Indeed's system. The purpose was to help bridge the gap from what you described and make the hiring process even quicker for a job seeker.

In the end, I recommend picking the best solution that fits you. The most important part isn't necessarily the medium through which you apply, but rather the quality of your resume and the image you portray to whoever will look at your application. Check job resume preparatin tips and prepare the resume and understand the company culture

Navigating

There are several ways to find company websites:

• If you have a particular company in mind, the simplest way to retrieve their jobs is to Google the company name with the keywords “jobs” or “careers.”
• Search for company profiles on LinkedIn. Most organizations have established a presence on LinkedIn which includes a company profile. Insert the names of target companies into the search window on LinkedIn and then follow the link to jobs on the profiles. You can follow the company, so you’re sure to see the latest listings. Don’t forget to notice if any of your LinkedIn contacts are working at that organization. Consider reaching out to your contacts in advance or concurrent with your direct application on the company website to inform them of your interest, ask for assistance or perspective. It is usually most effective to copy your contacts in with your application materials so they can see how you are representing your case.

• Check US.jobs where you'll be able to browse an extensive list of companies listed on the National Labor Exchange and search for jobs posted on company websites and jobs listed on state job boards.
• Use LinkUp. Job search engine LinkUp searches just for jobs on company websites.
• Leverage the job aggregators. Sites such as Indeed search the web constantly for job postings; check to see if the business you're interested in is listed.

Best of luck in your job seeking endeavors!

   

 

What Are Talent Assessments and How Do Companies Use Them?

Top performing organizations use talent assessments to:

• Select the best talent for a specific job, department, manager, and organization.
• Unleash talent within their organization and help develop the next generation of leaders to drive success and profitability.
• Provide managers a science-driven, data-based roadmap to make informed employment decisions and performance improvements at every stage of employment.
• Link assessment data to development programs, succession paths, variable compensation, and productivity output.
• 
  
• Increase new hire engagement through a more effective onboarding process, improving time-to-productivity and performance for new hires.

True best-in-class assessment strategies involve not only selecting the right tools, but integrating them with the rest of the company’s talent strategy to guide and inform decision-making throughout the employee lifecycle.

Companies Using Talent Assessments

Talent assessments are used as part of an online screening process that helps employers to decide which candidates to interview. Most talent assessments are given online, or in a company or store office via computer, or a hiring kiosk. They are typically incorporated into the Applicant Tracking Systems (ATS) employers use to track applications.

Many large companies like Macy’s, PetSmart, Bloomingdales, Sears, Express Scripts, Walmart, Burger King, Neiman Marcus, and Luxottica Retail Group, just to mention a few, use pre-employment testing.

Employer’s Guide for Pre Employment Testing and Assessment

In today’s competitive marketplace and complex legal environment, employers face the challenge of attracting, developing, and retaining the best employees. Michael Eisner, former CEO of the Disney Corporation, recognized the impact of personnel decisions on a business’ bottom-line when he remarked, “My inventory goes home every night.”
This Guide is designed to help managers and human resource (HR) professionals use assessment practices to reach their organizations’ HR goals. It conveys the essential concepts of employment testing in easy-to-understand terms so that managers and HR professionals can:

• Evaluate and select assessment tools/procedures that maximize chances for getting the right fit between jobs and employees.
• Administer and score assessment tools that are the most efficient and effective for their
  particular needs.
• Accurately interpret assessment results.
• Understand the professional and legal standards to be followed when conducting personnel
  assessment.

Talent Assessment Validity and Outcomes

Companies that have developed job descriptions and candidate profiles that are detailed and well aligned with success factors for jobs will have the most useful output from talent assessments. Organizations must be careful to conduct assessments in a consistent, standardized manner to generate reliable results. Ethical hiring standards dictate that assessments be delivered to all candidates for a particular job and not applied selectively.

After you take the test, you may be told immediately whether you passed or failed, or you may not learn how you did.

In some cases, you will be notified if the company is interested in hiring you. In other cases, you may not hear back at all, depending on company policy regarding notifying applicants for employment.

By the way, pass or fail is a relative term. The results are based on how the employer thinks a candidate should answer, which doesn't necessarily correlate with your qualifications for employment. In many cases, the company is looking for a certain type of employee that is a fit for their organizational structure and company culture.

Companies often have waiting periods before applicants who don't pass the test can take it again. Details on retaking assessments should be available on the company website.

Sample Talent Assessment Questions

What best describes your experiences providing feedback to others at work?

• You do not have experience
• You have provided feedback to co-workers
• You have provided feedback to people working for you
• You have given feedback to direct reports about their performance
• You have set standards to achieve optimal feedback

 

Understanding Company Culture

 

Why Company Culture Matters

Company culture is important to employees because workers are more likely to enjoy their time in the workplace when they fit in with the company culture.

Employees tend to enjoy work when their needs and values are consistent with those in the workplace. They tend to develop better relationships with coworkers and are even more productive.

1. Engagement

Employees want a positive workplace culture; they are looking for advancement opportunities and collaboration, among other aspects of organizational culture. By addressing some of these elements, you’re investing in the commitment and success of your workforce. Engaged employees are a powerful asset, and as you’ll see, they are the keystone of the following points.

2. Financial Success

Company culture affects the bottom line. In fact, according to a Gallup meta-analysis of 1.4 million employees, companies in the top-quartile of employee engagement are 22% more profitable than those in the bottom-quartile. If that’s not convincing enough, the same study confirms that engagement can lead to improved customer interactions, meaning that your customers are also experiencing the benefits of your culture.

3. Recruiting

With reports out such as Fortune’s “100 Best Companies to Work For” and Glassdoor’s Employee Choice Awards, applicants are adding culture to their list of considerations. In fact, highly educated job-seekers are prioritizing cultural components, such as company values and growth opportunities. You’ll notice that these considerations are not perks, but instead they are aspects of organizational culture. This can be an important differentiator and a powerful tool in attracting top talent. How do you do it? Check out Netflix’s culture code for inspiration. This slide deck-gone-viral was originally published as a recruiting asset.

4. Retention

Investing in your company’s culture shows employees that you care. When your employees know you care, they feel higher value in their work and are more committed to their performance. This sounds familiar, because we’re talking about employee engagement again (our favorite word around here). According to a study by the Corporate Leadership Council, engaged employees are 87% less likely to leave the organization. Turnover is expensive and rough on morale, and working on your culture is one of the best things you can do to address it.
Moral of the story? Don’t take your employees for granted. Invest in your company’s culture, and you might be surprised at how powerful it really is.
Oh, and don’t worry, we won’t just leave you hanging with this big task and no tips. Keep reading this blog for ideas on how to get serious about your culture.

How to Learn About Company’s Culture

When job searching, it is important to look for jobs where you would fit in with the company culture. However, it is not always easy to understand a company’s culture. Below are some tips for assessing a company’s culture during your job search:

• Check out the company website. In particular, look at the company’s “About Us” page. This will often have a description of the company’s mission and values. Some company websites also have testimonials from employees, which can be a useful way to hear about the culture firsthand.
• Do some research. Beyond looking at the company website, you can also check out a number of online resources that provide details on company culture.

• Ask around. If you know someone who works for a company you’re interested in, ask to set up an informational interview where you can learn more about the company. Check LinkedIn to see if you have connections at the company you can talk to. College alumni, check with your career services or alumni office. You may be able to talk to alumni who are employed by your prospective employer to get a sense of what it's like to work there.
• Ask the right interview questions. The employer will likely ask you questions to assess whether you’d fit into the company culture. However, you can ask questions too. Simply asking, “How would you describe your company’s culture?” is a straightforward way to learn about the work environment. You might also ask about particular elements of the company that are important to you, such as the amount of independent work vs. teamwork, or the day-to-day schedule of an employee.

• Shadow someone. If you are offered the job and are still unsure of the company’s culture, ask if you can shadow someone in the department for a day or a few hours. This will be a useful way to see the office dynamics in play and to ask any remaining questions.

Make Sure There's a Good Fit

Jobs aren't just a paycheck, and, given the amount of time spent working, it's important for both the employee and the employer to make sure there's a good fit. If you're not going to be happy working at a job or for a company, it may be better to pass on the opportunity and move on. Before you accept a job you're not sure about, take some to ensure it's a good fit for your skill set, experience, personality, and goals for the future.

 

A Step-by-Step Guide to the Job Application Process

Half the battle in qualifying for a job is completing your job application. Prospective employers want to know that you can follow instructions to the letter and that you don't have a cavalier attitude that lets you believe you follow a set of rules that are different from other applicants. Read the instructions carefully before beginning the application process.

Get Your Resume Ready 

companies require a resume and a cover letter in addition to a job application. When you submit a resume with your job application, it is important that your resume is well organized and polished.

Write a Cover Letter

Save your resume, cover letter, professional reference and work samples in a folder on your computer and label it according to the name of the company to which you're applying. In case you're filling out a hard copy job application, print your resume and other documents so that you can easily refer to them as you write information on your application.

Job Applications

Gather information about your previous employers, certifications, training and details that you might not have at your fingertips or in your head. Save time and effort by obtaining the addresses, phone numbers, supervisors' names and employment dates ahead of time. Some online application systems log out if you're inactive for long periods.

Job Application Screening

Access the company website and review the online application instructions. If you haven't done so already, you'll probably need to register your name, address and other pertinent information. This enables you to come back to the site to check on the status of your application and make any necessary adjustments or corrections.

Select the job you want to apply for and, if the applicant tracking system, or ATS, has this feature, move the job posting into your "cart." Your cart is where you hold jobs you're interested in before you apply. Once you apply, most ATSs remove the posting from the cart and indicate that you successfully submitted your application.

Complete all the required fields in your online application. There may be limited space for you to insert descriptions of your work history, so choose parts of the descriptions from your resume that match the qualifications the company is seeking. For example, if the job posting specifically states that applicants must have five years' experience in server maintenance, data migration from legacy systems and network security, use those precise terms in your description -- don't abbreviate your qualifications by saying your work history includes expertise in IT or computer science.

Upload your resume, cover letter, professional references and work samples to your online application. Even if you've provided detailed information for your online application, still include a cover letter. Some ATSs say cover letters are optional, but it's wise to include one.

Job Offers

When you receive a job offer, you're close to the end of the process. However, you don't need to accept the job, at least right away, if you're not sure whether or not it is the best opportunity for you. It's important to take the time to evaluate the offer carefully, so you are making an educated decision to accept, reject, or renegotiate, the offer. Here's how to evaluate a job offer.

Click "Save" for every page of the online application you complete or you might lose your information. Many online processes ask you to "Save" or "Save and Submit." Save every page and you won't have to worry about having to redo the application process. When you reach the end of the application, wait until you review it at least once more before you submit it.

New Hire Paperwork

Tip

• When you complete a paper application, use blue or black ink; never use pencil. Write legibly using upper and lower case letters. Distinguish your signature from the printed information on your application by using cursive letters to sign your full legal name.