How do Managers Recruit the Correct People?

The recruitment process for new employees isn’t simple. Thankfully, there are ways for managers to hire the right people, and a lot of the techniques they implement into their hiring processes come from years of experience.

How do Managers Recruit the Correct People?

The recruitment process for new employees isn’t simple.

It starts with a person’s application, but from an email and a CV it can be difficult to figure out whether or not the individual in question is the right person for the position your company has open.

Thankfully, there are ways for managers to hire the right people, and a lot of the techniques they implement into their hiring processes come from years of experience.

Pre-screening

Managers pre-screen candidates by dissecting their CVs, cover letters, and contacting their references.

Some may even go as far as to find an individual’s social media page or LinkedIn profile to really get a feel for the person that they are.

They’re looking for someone professional, who has a clean internet presence, and meets the ideals that they have in mind for a candidate.

When looking over the documents that the candidate has sent over, a manager will scan them for keywords and attributes that stand out.

They’re looking for leaders, creative individuals, and hard workers.

A CV and its accompanying cover letter should highlight a person’s skills in a way that makes the manager want to meet them face to face.

If they like the look of a candidate’s work history and it’s clear that the documents they have so far showcase a dedicated employee, then they’ll go ahead and contact any references named on the candidate’s CV.

The more forthcoming the candidate is on their CV, the better their chances of recruitment.

Skipping the standard interview

Recruitment interviews can be hit and miss.

They are stress-inducing situations that unnecessarily put candidates under pressure.

Because of this, many managers prefer recruitment days or group interviews.

These types of interview allow managers to see how a candidate interacts with the people around them, how they think and what they do when forced into situations that involve team work, and they even help a manager get to know the candidate beyond their paper documents.

A tour of the facilities is always helpful in an interview, especially if a manager opens the floor to questions while they lead the group around.

Not only will candidates get to see their potential workplace, it’s also helps set inquisitive candidates apart from the rest.

A standard recruitment interview asks the same questions to every candidate that walks into the designated meeting room:

“Why do you want to work for us?”, “What strengths and weaknesses do you have?”, and “Where do you see yourself in five years?”

These questions do give you any insight into a candidate.

Anyone attending a job interview is there because they need the money and the job is relevant to their skillset.

The strengths and weaknesses of a candidate can be better seen in action, rather than being discussed in a meeting room – it’s easy to fake an answer, after all.

And depending on the job, you may have a first-time worker on your hands; they typically don’t know where they’ll be in five years.

Post-interview

Managers always pay attention to how a candidate follows up an interview.

They are likely to call the candidate with a job offer, and they will expect the candidate to answer.

Barring that, candidates can expect everything from letters to emails and even requests to come in for another chat.

Some companies expect candidates to thank them for the chance of an interview, but here in the UK, most don’t and find it a waste of time.

Sending one to the manager that interviewed you wouldn’t hurt, but candidates shouldn’t expect a response unless they’re being offered the position.

Share:

Facebook
LinkedIn
read on

Related Posts

ideas for life

Ideas for life – no more resolutions

Why most of us fail? If you are in the incredible 20% of people who hit their resolutions every year, congratulations! You are a rare breed 🙌🥳👏 For the rest of us, it is mostly a journey downwards into a spiral of failure, guilt, and frustration which circles back to thinking less of ourselves and hardly ever making us feel good or achieve anything meaningful. Most of us fail for three main reasons: Lack of clarity, Unreasonable expectations, and Lack of inspiration or passion.

employee wellbeing

Employee Wellbeing

The link between employee wellbeing and productivity is well established but, as we move into the post-pandemic phase, it will be harder than ever for managers to keep the two in harmony.

Stress management strategies using EI

Stress management strategies using EI

Have authentic, emotionally intelligent relationships with people. Associate with those whose company you enjoy and who support you. Authenticity requires self-awareness and emotional expression so that when in conversation with an individual you are able to share your feelings openly, including any distractions impairing your ability to concentrate on them.

stress factors

Stress factors and coping techniques

How can we avoid distress?

We cannot. However, we can learn techniques to keep distress to a minimum by increasing our coping strategies. We can also use eustress appropriately in our occupations to improve our performance and inspire others.

SALE NOW ON 15% OFF ALL COURSES EXCL MONTHLY PLANS
Browse our courses
cmi logo
OTHM Qualifications Logo

High impact, virtual micro-learning for maximum output. All programmes are £100 and can be toped up to a full CMI Level 5 Qualification.

For all levels of managers, fully accredited qualifications to supercharge careers and earning power.

Aimed at leaders managing projects, although the qualification is also open to learners wishing to build on their general management skills.

For all types of consultants, either wishing to enter the field or already working and looking to develop into strategic roles.

For all types of leaders looking to develop their leadership and communications skills, and nurture and build effective and functional teams. 

Browse our courses

High impact, virtual micro-learning for maximum output. All programmes are £100 and can be toped up to a full CMI Level 5 Qualification.

For all levels of managers, fully accredited qualifications to supercharge careers and earning power.

Courses available with CMI & PRINCE2 Frameworks.

For all types of consultants, either wishing to enter the field or already working and looking to develop into strategic roles.

For all types of leaders looking to develop their leadership and communications skills, and nurture and build effective and functional teams.