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.
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.
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.