Is the Google interview process justified
These 15 steps should be part of every recruitment process.
The 15 steps of the hiring process
1. Identify employee needs
The hiring process begins by identifying a need within your organization. These needs can vary from filling a vacant position, better managing a team's workload, or expanding the scope of organizational tasks. In other words, they are either newly created or recently vacated positions.
2. Develop a recruiting process
As soon as an organization identifies a need for recruitment, it should start recruiting. In the case of newly created positions, organizations should clearly see how the new role aligns with their goals and business plan. Organizations should also keep relevant internal teams and employees informed of the new position at every stage of the hiring process. It is important that everyone involved in the hiring decision agrees on the hiring process, steps and appropriate communication channels. Recruiting also includes a strategy on how the new position can be made known internally and externally, criteria for the first candidate selection, what the interview process will look like and who will conduct the interviews.
3. Create the job advertisements
The hiring team or department should begin by creating a job description that includes a prioritized list of job requirements, specific qualifications, desired traits, and required experience. The job description should also include information about salary and benefits.
4. Place and distribute your job advertisement
The identification of highly qualified potential candidates begins internally, so start by informing current employees of the opening. If you are determined to fill the position internally, the job posting may end there. However, if you are interested in external candidates, you should provide this information with the internal notification. External advertising likely consists of a combination of the company's website and social media platforms, vacancies on job boards, job fairs, industry publications and events, advertisements in local newspapers, and word of mouth. The advertising will likely consist of a combination of the company's website and social media platforms, as well as job vacancies like LinkedIn, industry publications and events, ads in local newspapers, and word of mouth.
5. Active sourcing and social media for your job posting
In addition to simple job postings, the hiring employees should contact preferred candidates directly via LinkedIn, social media and job fairs. Active recruiting will help generate applications from potential candidates who are not actively looking for new positions but who might be perfect for the vacancy.
6. Review of applications in your applicant management software
Your organization likely already has a mechanism in place for receiving applications - via email, an Applicant Management System (BMS), etc. the job or the company in general does not meet. In other cases, the recruiting team or HR manager may prefer to review each application. Once a batch of qualified applications is assembled, the recruiting team should review the remaining candidates and identify those they would like to interview.
7. Telephone interview / preliminary examination of applicants
Initial meetings usually begin with phone calls with HR representatives. Telephone interviews are used to determine whether applicants have the necessary qualifications to fill the position and to conform to the culture and values of an organization. Telephone interviews enable companies to narrow down the list of candidates further while using company resources efficiently.
8. Detailed interviews
Depending on the size of the organization and the number of decision-makers, one or more interviews are planned for the remaining candidates. The interviews include:
Early interviews are usually one-on-one interviews between applicants and the hiring manager. The first interviews are usually about the experience, skills, background and availability of applicants.
Additional discussions with management, employees, executives and other members of the organization can either be one-on-one or group discussions with the HR or department head. They can be formal or casual; on site, externally or online via Skype, Google Hangouts, etc. Additional interviews are in-depth; so z. B. in interviews between a candidate and several members of the recruiting team, each member on a specific topic or aspect of the job to avoid redundancy and ensure an in-depth conversation about the role and the candidates.
9. Assessment of the applicant
Once the interviews are over or as they are closing, companies often assign applicants one or more standardized tests. These exams measure a wide variety of variables, including personality traits, problem-solving skills, reasoning, reading comprehension, emotional intelligence, and more.
10. Background check of the applicant
Your first job posting should indicate that all candidates will undergo a background check. Background checks review candidates' criminal records, verify employment history and eligibility, and conduct credit checks. Some organizations also check social media accounts (Facebook, Twitter, etc.) to make sure that potential employees are likely to represent the company in a professional manner. Depending on the position, drug tests may also be justified.
11. Decision which applicant it should be
After performing background and reference checks, the hiring staff will determine their first choice. The hiring staff should also select a replacement candidate in case the first choice rejects the offer or the negotiations fail to come up with a signed offer. In the event that no candidate meets the hiring criteria, the recruiting team should decide whether or not to start the hiring process from the beginning. If so, the team should discuss whether the hiring process should be adjusted or changed to find cheaper candidates.
12. Applicants' reference test
Reference exams should review any relevant information the candidate provides about their previous employment - job performance, experience, responsibilities, workplace behavior, etc. A typical question for references is, “Would you hire this person again?
13. Draw up and negotiate an employment contract
Once a lead candidate is identified, the organization should submit an initial offer. The offer letter should include the salary, benefits, time off paid, start date, possible severance pay, remote work policy, company equipment, and other terms of employment. Negotiations are likely to follow. Therefore, the hiring staff should determine internally which elements of the offer letter are negotiable and which are not. It is typical that terms such as salary, flexible working hours, and home office are negotiable.
14. Sign employment contract + hiring process
After the negotiations and as soon as the candidate accepts the job offer, he will be hired. With the acceptance of a letter of offer, a process of filling out and submitting documents related to employment begins. These can include:
A checklist with all the required documents to be completed by new employees
An organization's employee handbook
15. Onboarding of new employees
Hiring a new employee does not end the hiring process. Inviting and professional induction of your new employee will help integrate them in such a way that the foundation for a long-term productive relationship between them and your company is laid. A letter of welcome is strongly recommended. From there, the responsible management should contact the employee before the start date to welcome him to the company.
Your workplace should be prepared, cleaned and equipped with the necessary certificates and equipment before the first day. If guidance is part of the induction process, make sure your employee has a clear understanding of the expectations and the schedule of these events. Finally, consider assigning a mentor to your new hire who will help them adjust to their new position and organization and prepare them for long-term growth and success.
Plan your own hiring process
A detailed hiring process is a necessary element for organizational success. Developing and implementing a consistent hiring plan will help you optimize your ability to identify the strongest candidate while creating a clear understanding of your hiring process in case you need to improve it. In addition, a hiring does not end with a signed offer letter. The transition from the accepted contract through the induction process to the early stage of employment is crucial for long-term company growth.
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