How does the recruitment process work?
Updated: May 25, 2020
Understanding the mechanics behind the recruitment process is essential in ensuring that you are able to properly prepare and perform during the job search. Here are the key stages of the recruitment process that you need to know about:
Defining Recruitment Needs
Before an organisation advertises a vacancy, they will outline the rationale for the vacancy before defining exactly what they need within that role. This typically includes the job type, required skills / qualifications, role responsibilities, salary banding, reporting structure etc.
This detail is then used to create job advertisements, descriptions and/or 'people profiles'.
Advertising & Searching for Candidates
Once the role has been defined and 'signed-off', the vacancy needs to be advertised and candidates must be sourced!
Firms will typically use a mix of channels to source candidates. This includes; internal talent pool, previously rejected candidates, online job boards, newspapers, LinkedIn / social media. It is now easier than ever for companies to reach out to prospective employees - often resulting in a large number of applications for each role...
Screening & Evaluating Candidates
The screening process involves a more thorough assessment of applications and results in a shortlist of 'suitable' candidates.
To filter through applications, recruiters will often use software to pick up key words within the CVs / applications of candidates. This enables companies to zoom in on candidates that have the right level of experience / qualifications. For example, if you must have customer-facing experience, a recruiter may search all applications or CVs for the word "customer".
You can boost your chances of getting through to the next stage of the recruitment process by ensuring your CV is keyword optimised for the role / industry you are applying to.
At this stage in the process, employers are seeking to test each candidate against the required skills and competencies needed for success in the role.
Typical assessments include; psychometric testing, telephone interview, video interview and physical interviews / assessment centres. For senior roles, the assessment process may include a number of the above processes.
Success at this stage is all about having a clear plan and knowing your strengths. Check out our guide on how to identify your strengths!
Accepting / Rejecting Candidates
Once the job vacancies have been defined and candidates have been sourced and assessed, the hiring organisation will now need to accept or reject candidates.
Typically, within 1 week of the assessments being completed, the successful candidate(s) will be offered the role. Once they have accepted the job, unsuccessful candidates will be then be informed of the outcome.
There is no guarantee that the organisation will actually offer someone the job... sometimes the recruitment process will be unsuccessful and they will restart the recruitment process.
Boost Your Chances
To improve the likelihood of being successful in the recruitment process, you need a clear plan, solid understanding of the recruitment process and tools that will showcase your talents to the recruiter.
We can help you do that.