The key to help small and medium enterprises succeed is build and comply with an appropriate recruitment process to different positions in business. Typically, an effective recruitment process must include the following steps:
1. Develop a clear job description. The job description should have the tasks for each position, skills, personality, important qualities, experiences that candidates need to complete the mission and experiences.
2. Prepare a sample success profile. In addition to the construction of the job description, enterprises must prepare a sample profile of a typical successful employee for key positions - positions which have decisive significance for the implementation of enterprise’s business plan.
3. Sketch a recruitment advertisement, Describe the vacancies and the requirements set out for candidates, which will reduce the number of resumes do not meet the business’s request.
4. Create job advertisement on the means which have the accessibility to the most potential candidates. According to current trends, you should combine jobs posted on recruitment websites, forums and social networks such as Facebook, Linkedin ... and do not forget to ask your relatives, acquaintance. Besides, headhunting services, the organization of the seminars, conferences, exhibitions or professional contest with prizes can help businesses find suitable candidates.
5. Create prequalification questions over the phone. The questions compiled by telephone prequalification also help enterprises to quickly identify qualified candidates and eliminate unsatisfactory. This is an important step, support for businesses to conduct preliminary interview candidates over the phone. The questionnaire must be consistent, even at this stage and live interview, to ensure fairness in evaluating candidates.
6. Preliminary interview candidates over the phone. If your business does not have a professional recruitment department, then you should skip the compilation of questions and interviews by telephone and focused on compiling, evaluating candidates through the survey.
7. Evaluation the skills and qualities of the potential candidates through the evaluation technique tools have been recognized such as STAR, BEI, DISC, MBTI to analyze the strengths in thinking and handling the situations of candidates.
For example, through a test, enterprises can know who is the carefully or carelessly, introverted or extroverted, open to new ideas or conservative ... The test can be carried out directly or through the Internet and the results will be the basis to invite qualified candidates to attend the interview.
8. Schedule the interviews. In this step, the enterprise should base on a questionnaire consisting of 10-12 basis questions to assess candidates (check some interview solutions here)
9. Selection of candidates. The choice is usually based on sample profiles of successful individuals.
10. Send the offer to candidates. The information gathered during the interview process will now is the basis to determine wages as well as the necessary training program for the candidates to be recruited like using training centers for construction jobs, engineer jobs.
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