The life of a workaholic recruiter can be summarised with the phrase “Search Analyze Hire Repeat”. The efforts put in hiring a talented candidate who will become an asset to the organization, is no piece of cake. It takes hours of hard work to find the right candidate.
The steps a recruiter takes to hire an employee can be categorized in three categories. Searching candidates on suitable platforms – Analyzing the candidates on the basis of set criteria – Interviewing the candidate personally and Hiring the desired employee.
These steps only sound simple but the work put behind the scenes can only be felt and understood by a recruiter. But recruiters are not alone; they have their trusted sidekicks – Recruiting Software, which helps them hiring the right candidate.
Coming back to the topic of discussion, let us take a look at what a recruiter has to go through while successfully hiring the right candidate.
- Searching for candidate
When the recruiters want to fill a position in the organization they post the requirements on various job portals. The Job Description must be perfectly written to entice the right candidates.
The recruiter has to dive into a pool of data (resumes of the candidates) to get the right match for the open positions. It may look easy but going through each and every resume is not an easy task. To remove the fodder from the bunch there are various recruitment tools that recruiters can use to help them rummage through collected data.
After combing through the data and finding the desired list of candidates the real battle starts in the next step that is analyzing the candidates.
- Analyzing the selected candidates
Every Job position has some desired set of requirements that a candidate must possess. For example, a PR manager must have a good presence of mind so that he/she can tackle difficult situations on the spur of the moment.
A recruiter’s job is to find out that if the selected candidate has the required qualities to justify the role they would be doing. These qualities are difficult to find out just by looking at the resume. Here modern recruiters take assistance from personality assessment tests.
These tests help determine a candidate’s EQ and help recruiter to identify if the candidate has those required traits or not. This is a very crucial step and takes the use of both modern technology and the experience of the recruiter.
After the rigorous analysis of each and every shortlisted candidate recruiters move to the next phase of the process.
- Personal interaction before Hiring
All the planning and plotting till now take the battle into its final phase – the personal interview of the shortlisted candidates. Once the final list of the candidates is generated the personal interview session gives the recruiter the opportunity to gauge if the interviewer and the recruiting software are on the same page. This provides the recruiter with ways to assess the candidate better.
The personal interaction also gives an opportunity for the candidate to know better about the organization he is about to be a part of. This builds a strong and positive working relationship between the candidate and the organization.
If everything works out well, then the candidate is hired and a valuable team member is added to the organization ending the course of steps for both the recruiter and the candidate.
Now we understand how daily life of the recruiter goes. This course of the battle is fought by recruiters all over the globe on a daily basis. The struggle to hire the best and culturally fit employee one after another goes on. Following the words said by Warren Buffett – “Price is what you pay. Value is what you get.” But with all their heart, mind and body Recruiters pay a great deal to get the valuable candidates for their organization.
No comments:
Post a Comment