To begin the analysis of the primary process of recruiters while hiring new employees, we need first to understand where does the need for recruitment arrive from? It starts from the beginning of the year, as many unemployed people start searching for jobs for quite a long period only to get in the system from the starting month of the New Year. Also, there are other regular employees of any company who look forward to moving out for better opportunities and salary. Here, arises the requirement of recruiting new talented candidates who meet up the needed criteria for the vacant posts.
In this regard, there come recruiters who have to go through an extensive process of hiring that needs certain steps to be followed rigorously. Some methods have been extracted from the business technique of Mr. William Almonte, are briefly discussed underneath:
The First Step:
The very first step involves details and laborious task of screening resumes, which comes right after placing ads on various social media and job portals. Thereafter come to the job applications and resumes in bulk. So within a very short span of time, the recruiter has to eyes through the bio-data of the applicants. This is why the curriculum vitae have to be neat and precise containing all information within three pages. Then the recruiter might pay attention to it, only if the first page catches the glance.
It is agreeable with Mr. William Almonte also that resumes should be smartly written in a proper format, avoiding much disorder in fonts and styles. Stating the objectives of the candidates very crisply as per their education, the profile should be given accordingly. The staffing manager will not bother to invest much time on finding their skills. They also tend to trash down CVs if the main purpose is missing or written in a complex way through long sentences.
The Second Step:
Staffing managers have to finish lining up very quickly yet technically. So they only look for relevant information, which involves a balance or relatability between the requirement of the job and the skills of the candidates.
The Third Step:
At this stage of recruitment, the recruiter pays a little more attention to the CVs and look for a close match with the given criteria and the candidate’s experience or particular skill. The recruiter also dumps the major number of irrelevant resumes and keeps only the worthy ones.
The Fourth Step:
Now, this is the stage where candidates are picked up from the shortlisted category and paid a detail attention to their bio-data. The recruiter will focus more the entire resume and would likely to turn pages beyond the first one to explore more about the applicant. Such as past experience, educational background, the domain and companies the candidate has worked for earlier, achievements and non-technical skills if any.
After going through all these steps of recruitment and criteria the company has laid out, selection will be made for the final round of interview eliminating the 95% of applicants.