All recruiters work differently and they conduct their recruitment procedure in various formats depending on what works for them. On average employers spend around 15 seconds to a minute analysing an employee’s application which is never enough time and recieving high number of CV's is not always a problem.
Recruiters concentrate more on the first few applications, and this concentration fades on following applications.
In order to get the best result on all applications, go through the following process:
1. Create a sheet which outlines, what criteria/information you’d like to view on a application, so that when reviewing CV's, you can note points/or a checklist where after you can total on which aspects the applicant has met, giving better results.
2. You should receive applications from the first day you start posting the application, we would advise to prioritise applications, by allocating times when you will be reviewing them from the posting date to the closing date of the job advert. As when you have a set time, results in less distractions.
Reviewing CV's
Applicants have different styles of presenting themselves to the recruiter; the differences are shown through viewing their application, covering letter and the Curriculum Vitae (CV).
Looking through specifically the CV, applicants maintain to outline, their current/previous experiences in addition to the qualifications they have obtained throughout their educational years.
As a jobsite, we advise to pay attention to the middle of all CV’s/applications as this are where all the important information is addressed.
Narrowing down the right applicants
Employers/Recruiters always come across a huge number of applications, and breaking it down to the last few is always difficult.
1. As suggested earlier, look in to the mandatory requirements for the job role first, such as skills, qualifications, experience. It is vital that these details are on the table before you start taking out applications. (if you come across applicants in which you feel haven’t provided adequate information, send them an email or even give them a call to have a brief general conversation to request more details, as the case may be they felt the job role was out of their potential)
2. After narrowing down all those applicants, if there is a huge number, rank applicants in categories, with titles of, least likely, likely, highly probable, stars.
However if there are a possible 10-15 applicants, it is advisable to number them in order.
3. At this stage, it is now imperative to speak to applicants possibly over the phone, or even sending mails individually requesting more information about them.
The conversation should usually be no longer then 5 minutes, going through their CV, outline questions on their current/previous experience, qualifications.
Further to this during that conversation you should record, their use of English, language tone, length of their answers, whether answers collaborate with what is written on their CV. It is seen to us that these moments should decide whether you will be requesting an interview to send them to the next stage.
Interview Stage
For new employers/recruiters, this is the most part of any recruitment stage, it is crucial that the correct questions are asked, procedures are met, all revolving around the job criteria set out.
We would advise you all to set guidelines that need to be followed throughout your whole recruitment, and how you will manage interviews, a plan is always recommended, it may turn out to be the turning point to make the right choice.
1. When posting the advert, make sure that you leave enough time for interviews to take place note the number of applicants you’d like to interview before you take the advert off. Once you are happy with the number of applications, it is again advisable to take the advert off the site.
2. Plan the process of the interview, paying attention to the questions you will be asking to those individuals, as well as the possibly the type of answers you are expecting.
3. Create a designated area where you’d like the interviews to take place, (if you find it difficult to find a specified location your local job centre offers accommodation to employers to interview candidates)
4. You will come across many individuals that may have difficulties/disabilities make sure that these questions are raised prior interviews, so the required facilities can be provided.
5. Make sure to provide applicants with advance notice of appointments so that late cancellations can be avoided, to ensure applicants are happy with the date and time allocated.
For new employers and recruiters, even interviewing clients for some can be a nervous time, an un-known feeling, not knowing what to expect is probably one of the most difficult situations you can come across. |
