The laborious process of interviews after one job search to many has been faced by most of us in our adult life. Throughout the recruitment process by the executive search firms, there's an underlying tension or intensified trawling from the recruiting side. It requires confidence, from both the parties to be on their best foot forward.
However, in this article, we will talk specifically about the service from the executive search firms and what efforts can be made to get the best candidate on your part. Contrastingly, a poor recruitment decision can cause complexities in the company and deter the smooth functioning of the business.
Following is the planning and progressing through each component of a selection process, so that there are fewer dilemmas and a better method for the holistic recruiting process.
Selection Material- If you are consulting an hr consulting firm or not, your application should describe sufficient job detail, salary range, qualification and skills required, the reporting structure (the size of the team and who the role reports to). It should reflect the value the organization adheres to; it is vital that the touted values genuinely demonstrated throughout all the levels of the company, particularly by the senior standards.
The simple objective would be to impress the applicant by showing clear pictures and not to over-promise with false or exaggerated information.
What purpose a Does Application serve? How can it have an impact?
An application work as a first interaction of an applicant and the organization, it will give an impression of what the company needs and what quality it demands. It will support what you are seeking in the candidate and will also inform what a potential candidate can expect broadly.
First Level Reduction- Hiring a trustable hiring agency is crucial because a lot of potential candidates might get failed to pass the front-end implication due to confusion, miscommunication, and ineffectiveness from the consulting side.
Interview Selection- Selection or short listing the applicants for the interview round, by the hr consulting firm or from the HR of the company, will depend on the kind of application you are passing on to the clients. If the application is the primary determinant for the gateways, then it is likely that you might invest more time in the interviews. Contrastingly, if the application itself is challenging and require significant details, then you might be able to discern easily in the interview with less intake through the first cull.
Feedback- Telling them what went right or otherwise according to the company's requirement, to the applicant is necessary as it will provide a verbal clarity to both the parties. Similar to an interview construction, you can incorporate a compassionate and straightforward way of sending across the message to the interviewee. Moreover, keeping it short and focused on facts rather than assumptions will help a long way.