As recruitment consultants, we are well versed in the hiring process, but we appreciate that not all candidates have experienced it. There are lots of things that hiring managers think about when it comes to employee selection – and many of these will depend on the individual company and the methods they choose to find qualified candidates. However, there are some common steps in the hiring process that most companies will follow. Now let’s take a closer look at these steps.
Steps in the Recruitment Process
Before making a hiring decision, most companies will go through a recruitment process which usually includes:
- Human Resource Planning – the skill sets the company needs to fill and the number of employees they are looking to hire
- Recruitment – producing the job description, advertising the role, job posting and scheduling interviews
- Employee Selection – interview process, background and reference checks, and producing the offer letter
Step One: Finding A Job
There are many different places that companies will post their jobs, and so it is important to take a multi-faceted approach to job hunting, so you can ensure you have all bases covered. You may want to look at:
- Company Site – Most companies will start their candidate search by posting their available positions on their own website. Many companies also schedule job interviews online.
- LinkedIn – Many companies now post their opportunities on LinkedIn, the professional networking site, and they may also search LinkedIn to find potential candidates. If you are not sure your LinkedIn profile is up to date, check out our informative blog on
what information your LinkedIn profile should include.
- Social Media – LinkedIn is not the only social media site companies use to promote their vacancies – they may use Facebook, Twitter and other sites as well.
- Online Job Boards – If companies are actively seeking a large number of candidates then they may use online job boards, such as Indeed.com.
- Recruitment Consultancy – If companies are in a niche area, such as data, they may choose to use a specialist recruitment company like Agile Recruit, especially if they are trying to fill senior and executive jobs.
Step Two: Apply for a Job
The second step in the recruitment process is to apply for a job, and get your information in front of the people responsible for filling the role you are interested in. Depending on the job role, and where it is advertised, you may have to apply for the job online, email a letter and CV to a specific person, or do it the old-fashioned way – by post!
Over the coming months, we will cover topics such as how to fill out a job application, how to write a great cover letter and many other tips for applying for jobs.
Step Three: Applications run through Recruiting Software
This may come as a surprise, but many companies simplify the recruiting process by running applications through recruiting software, which can also help them to manage the whole recruitment process. Recruiting software is designed to help employers screen applications to make it easier for them to sift out the applications where the candidate experience matches their needs most closely. They can also be used as an applicant tracking system to track applications right from when they are received, to when their chosen candidate accepts the position.
Step Four: Talent Assessments
Some companies also run talent assessments at this stage to make sure the candidates they are planning on inviting in for interview match their hiring criteria and are a good cultural fit for their company as well.
Step Five: Interviews
The interview process probably warrants a whole blog to itself, as candidates may face up to four different interviews – including a screening interview, an in-person first interview, and follow up second and third interviews.
Step Six: Interview Follow Up
It may seem daunting if you have to face four interviews, but it is really important that you follow up with the company after each interview. Taking the time to thank the interviewer for his or her time, and reiterating your interest in the position and the company can go a long way. You don’t have to do it in person – a phone call or email will suffice.
Step Seven: Background Check
More and more companies are choosing to do a background check on candidates before offering them a job, but it shouldn’t be anything to worry about. It normally entails a check of your national insurance details, your work history and references. Depending on the job role, it may also entail criminal record research or driving records. The information the company discovers could lead to a job offer not being made at all, or one being withdrawn, so it is best you are as open and honest as possible throughout the recruitment process.
Step Eight: Job Offer
Usually, the candidate’s favourite part of the whole process, the job offer will outline your salary and benefit entitlement so you should make sure you review it thoroughly before accepting (or rejecting it). If there is something within the job offer that you are not keen on, don’t reject it outright, try contacting the company and negotiating with them.
As you can see, there are many steps involved in the hiring process, and it could take a considerable amount of time or it may be quick and simple.
If you are looking for a new role in the data industry, then please get in touch with Agile Recruit, the honest and transparent data recruitment agency. You can call us on 0161 416 6633 or email us at email@example.com.