The recruitment process can be incredibly time-consuming. The good news is that nearly every recruitment drive can be broken down into seven steps, many of of which you will be familiar with already. Perfect for staying in line with legislation, running a foolproof recruitment process and hiring the right candidates to last and reduce costs down the line. Know what you need The key to getting what you want?
Skills and Competency Interview Rating Sheet -weighted Testing and other Selection Methods Tests and other selection methods such as requesting work or Stages of recruitment samples and presentations are additional tools used to assess candidates.
However, use must comply with EEOC guidelines. Skills demonstrations, such as requiring applicants to demonstrate how to perform a task specific to the position they are applying to, are considered tests and must Stages of recruitment validated.
Writing samples and presentation assessments are not considered tests and can be evaluated using a scoring rubric. To obtain a writing or presentation scoring rubric, contact your departmental Human Resources Coordinator or Human Resources.
Applicants are to be notified, via the posted position purpose, of the requirement for tests or other selection methods e. Tests, work samples and presentations should only be required of short list candidates Because tests and requests for writing samples and presentations must be administered consistently across the hiring process without regard to race, color, national origin, sex, religion, age 40 or olderor disability, their administration procedure must be approved by Human Resources prior to use.
Tests and the selection tools mentioned above should not be relied upon as the only screening mechanism. Interviews and reference checks should carry considerable weight in the overall decision process.
Employers should administer tests and other selection procedures without regard to race, color, national origin, sex, religion, age 40 or olderor disability. If a selection procedure screens out a protected group, the employer should determine whether there is an equally effective alternative selection procedure that has less adverse impact and, if so, adopt the alternative procedure.
For example, if the selection procedure is a test, the employer should determine whether another test would predict job performance but not disproportionately exclude the protected group.
To ensure that a test or selection procedure remains predictive of success in a job, employers should keep abreast of changes in job requirements and should update the test specifications or selection procedures accordingly.
Employers should ensure that tests and selection procedures are not adopted casually by managers who know little about these processes. A test or selection procedure can be an effective management tool, but no test or selection procedure should be implemented without an understanding of its effectiveness and limitations for the organization, its appropriateness for a specific job, and whether it can be appropriately administered and scored.
Employers should ensure that tests and selection procedures are properly validated for the positions and purposes for which they are used. The test or selection procedure must be job related and its results appropriate for the employer's purpose.
Welcoming the Interviewee Interviewing can be a very stressful experience for some and the more at ease an interviewee is, the better you are able to identify true attributes. The following should be considered: Panel interviews, can be an intimidating environment for an interviewee, so remember to break the ice if possible When organizing interviews, it is best to assign a person who ensures the interviewees have the proper directions, parking details and who is easily accessible on the date of the interview Allow enough time for the interview so the interviewee does not feel rushed.
Let the interviewee do most of the talking. Take notes and ask for clarification on responses if needed. Be sure to avoid any inappropriate or illegal interview questions. Provide University literature if available and benefit information to the applicant at the conclusion of the interview Step 8: Select Hire Final Applicant Once the interviews have been completed, the committee will meet to discuss the interviewees.
Committee members will need to assess the extent to which each one met their selection criteria.Recruitment refers to the process of identifying and attracting job seekers so as build a pool of qualified job applicants. The process comprises five related stages, viz (a) planning, (b) strategy development, (c) searching, (d) screening, (e) evaluation and control.
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. Candidates who respond to these measures then come in for interviews and other methods of assessment.
The Recruitment and Selection Process. The four stages of recruitment and selection are as follows.
Recruitment and selection stages. Defining requirements stage is concerned with the preparation of role profiles, and personal specification for the position plus making decision on terms and conditions of . Recruitment life cycle is a complete process of recruitment such as Identification and Understanding the requirement Applying the sources of.
The collection of information on qualified employment candidates is an ongoing process for your company.
This gives your company a pool of candidates to start with when the recruiting process. Stage 1: Recruitment planning. Recruitment process starts with recruitment planning with the analysis of the numbers and sufficiency of employees in order to .