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Bearing in mind that the process of hiring is inevitable for any organization or business outfit, this article serves as a guide for hiring officers or Human Resource Managers to recruit the best talents for the job. There are three stages in a hiring process, the stage before the actual hiring, the hiring stage, and post-hiring.
- Pre-Hiring Stage: This is the stage before the actual recruitment of talents. A lot of factors need to be in place for the hiring process to be a success. In the Pre-Hiring stage, you have to:
- Identify a Hiring Need: For every hiring process, there must be a vacant position which the company seeks to fill. In hiring the best talent, you need to approach it with a mindset of filling needs, not desks. Else, you’ll recruit people who have no value and nothing to offer to the organization. The position of need could be a new position or a position vacated by someone.
- Figure out a Recruiting Strategy: At this stage, you need to determine how you would go about the recruitment process. You need to think about how you would advertise the position (internally or externally), figure out criteria for individual selections, what the interview session would look like, etc.
- Write a Job Description: You need to be able to describe and explain what you need and the requirements needed for that role for you to get an individual that’ll be the best fit for the position. Also include details concerning salary structure and any other benefits.
- Advertise the Position: Having made the above decisions, you can now go-ahead to announce a vacancy, either internally or externally, through the company’s social media platforms and websites.
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- Hiring/Selection Stage: This is the stage where the actual hiring takes place. This stage begins with accepting and sieving out applications. In the hiring stage you have to:
- Receive and Screen Applications: After advertising the position, chances are that applications have started pouring in. It is important for hiring staff to reply to those emails so candidates can know that their applications have been received. The first behind the scene process to hiring is the Application Screening stage, where human resources managers go through the piles of applications and sieve out candidates who qualify and have the needed requirements for the position. From the qualified candidates identified, the hiring staff can further screen out to get candidates they want to interview.
- Interview: Before interviewing candidates, it is important to give them enough time to prepare. This will rule out any excuse of being caught unawares. While interviewing the candidates, bear in mind that you need them as much as they need you, therefore, it is necessary to be civil and polite with your assessments. Also, try as much as you can to let candidates know why you are rejecting them, so they can improve in areas they got it wrong.
- Assessment: After selecting qualified candidates from the interview sessions, conduct a written test to measure the applicant’s personality, reasoning, emotional intelligence, problem-solving skills, etc.
- Background Checks: After compiling the results from the interviews and tests, chances are, you already have candidates that are qualified, but don’t go ahead yet to make an offer. Conduct a background check on the candidates to know if they have any criminal records, verify their employment history through putting a call or sending a mail across to their references, check their social media accounts to make sure they can represent what your company stands for.
- Decision and Offer: After the hiring, officers have gotten their top choices, they can now go ahead to extend a temporary offer, subject to employee confirmation.
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