9 STEPS TO FOLLOW DURING A JOB-SELECTION PROCESS

9 STEPS TO FOLLOW DURING A JOB-SELECTION PROCESS

Finding the best candidate for a job is not an easy task.  The selection process is a key factor for the company’s future since the selected candidate will be part of your business project.   Therefore, this process must be as rigorous as possible and all the efforts should be put together in order to find the ideal person.

The two most dangerous enemies of an interviewer are intuition and first impressions.  Do not fall into these mistakes and prepare the selection process with all your attention.

Even though each working position requires concrete specifications, we give you a few basic tips in order to lead your selection process with success, from the announcement of the job position to the candidate’s incorporation.

EARLY STAGE

1. It is very important that you have previously structured the process: set timings and specific timetables in order to organize with detail each one of the steps to follow when executing the process.

2. Post the job offer on job sites.  Nowadays there are many online tools like Linkedin or Infojobs that make easier the search for candidates.  Another possibility that often brings good results is to use company’s internal communication channels in order to aware current employees about the job offer (they can be good prescribers and also can help us find the ideal candidate).

3. Write the job offer the most attractive and detailed possible: signify which tasks requires the job position, give basic details of the company (sector, values etc.), and specify what salary is offered and what skills must candidates have.

4. Make a first selection picking the CV’s that better suit the position.  A good strategy might be to have previously written a list of requirements the candidates should have. Then, analyse each one to see if they pass the first stage of the selection process.

EXECUTION STAGE

5. Set the first round of interviews with the selected candidates so you can know them personally and so you can see how they express themselves or manage in different situations. During the execution stage time try to be as clear as you can explaining what does the job consists in and what is expected from the candidates.  All of this should avoid unpleasant surprises in the future. Throughout the interview, you must pay attention to non-verbal communication (gestures, silences or expressions).

6. It is very important where the interviews are going to be carried on. An atmosphere of confidence and encouragement will make the interviews more productive. Renting a meeting room in a Business Centre is probably the best idea to avoid distractions.

7. During the interview, write down any relevant thing about the candidate. Once you have finish the first round of interviews, use those notes to do your evaluation and choose the best ones to be sent to the second round.

8. After the first contact with candidates, it is time to evaluate their adequacy for the offered position. Then, you may ask them to analyse or solve real problems in the company and compare their answers with the ones the company had used in the past. As you did during the first round of interviews, write down their reactions in order to have all the information when writing the report.

DECISION-MAKING STAGE

9. After you have followed these previous steps, it is time to evaluate each candidate. As we said before, use your notes, check their CVs and check them with the abilities they should have. This process will help you to visualize and understand who is the best one for the position.

Once you have chosen your candidate, try to make the work-team to be warm, maybe you can organize an informal lunch. Do not forget: if the worker feels part of the project, he/she will be highly motivated and therefore he/she will be more productive.

 “Whenever you see a successful business, someone once made a courageous decision.”, Peter Drucker

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