One of the most difficult decisions that a manager has to make in his company, will be hiring the right staff. Choosing the perfect candidate is a complicated process that requires experience and, above all, proper planning. Find out how the recruitment process should look like.
Recruitment process in Europe – selection of candidates
Before you start the recruitment process, define the profile of the ideal candidate. In practice, this means creating an accurate description of the position for which you want to hire a new person. In the content of the advertisement, list the requirements that will be used as a selection criteria for candidates. These may include:
- education
- experience expressed in years
- soft and hard skills
- technical knowledge required
- form of employment (employment contract, order contract, B2B, etc.)
- courses and certificates
- knowledge of foreign languages
- features and values
- working mode (home office, hybrid, stationary)
Also, consider whether you want to hire someone with experience or a person who you will have to teach everything from scratch. In some cases, it will be better to employ, for example, someone with the status of a student – taking into account all grants and funding from the state.
Searching for potential employees
In order to find the perfect candidate for the position you offer, it is worth choosing to search for potential employees by yourself. Then there is a chance that you will quickly and successfully complete the recruitment process.
How to find potential employees?
- Search among the current employees of your company – a good solution is to consider whether there is no perfect candidate for a given position in your team, and the only thing you need is to reorganize the internal structure of the company.
- Ask your employees for help – perhaps one of your employees knows a person who would be suitable for the proposed position. Introducing an order system (recommendations) in the company is always a good idea.
- Create a CV database – most companies receive a large number of CVs on a regular basis, from people interested in a job. It is recommended that you save and classify these applications from time to time so that you can refer back to them when you need to fill a position.
- Post your job offer in different places – there exist many tools that will help you promote your job offer. Use the services of job portals such as europa.jobs, post your job offer on Facebook (as well in relevant Facebook groups), LinkedIn or Instagram.
- Speak directly to the people potentially interested in the offer – search for future employees by yourself, check what skills do they have and whether they are currently looking for a job – here will work, among others, LinkedIn platform. You can send your proposal in a private message, addressed directly to the selected person. Remember to make your message as personal as possible.
Recruitment process in Europe – pre-selection of the best candidates
This step is essential so that you do not waste time interviewing people who don’t match the profile you created. First of all, you should review all applications and reject those that do not meet the essential requirements. You can simplify this process by creating an evaluation scale to objectively evaluate all resumes received. We advise writing down the most important requirements, and basing on them, to evaluate each candidate by choosing those who obtained the highest number of points.
Effective candidates’ selection techniques
Depending on the position you are hiring for, different candidates’ selection techniques are used. In some cases, it will be necessary to conduct a personality test (how the candidate copes in certain situations) or a knowledge test (e.g. technical), and perhaps performing a recruitment task.
Here are examples of recruitment techniques:
- logic test
- psychological test
- case study
- solving mathematical problems
- technical task
- simulations
Of all the techniques, the most important is the interview, which allows getting to know each person directly. In order for the interview to bring the expected results, the recruiter must be clear about the profile he is looking for and be a good observer. The purpose of the interview is to check the suitability of the candidate for the position, therefore, the questions should focus on knowing his professional and personal profile.
Making decisions in the recruitment process
This is usually the most difficult stage, especially when we have found several candidates who meet our requirements. Sometimes using a scale to assess knowledge, skills and characteristics, can help in making that decision in an objective way. Once you have made a decision, you should notify the selected person, as well as the other remaining candidates who took part in the recruitment process, by informing them that the process has ended and thanking them for their participation. Candidates will be grateful to you, and this will strengthen the image of your company, because it will show that human capital is really important to you.
Recruitment completed successfully?
From now on, the company gains a new employee, who should be gradually implemented into the company’s organizational structures – introduce to him the team, values held by the company, plans and projects for the coming months. The so-called ‘culture book’ can help in this, i.e. a collection of information about the company in any form (book, multimedia presentation, brochure, etc.). How to conduct ‘on-boarding’ of a new employee? We mention this in our previous article: Integration of new employees in the company – tips
Start recruiting with europa.jobs!
