Each and every day, there is an ongoing selection process in industries, companies, and businesses all over Africa. Simultaneously, the workforce also keeps rising on a day to day basis.
This is only possible due to the effective utilization of the employee recruitment process for new positions. Likewise, replacing old positions with new recruits is possible without that much of a headache.
It does not take much to fill certain job vacancies because a lot of candidates are always on the lookout for job opportunities. Attractive positions fill up with speed as fast as the hares.
The Human Resource department could also have a waiting list they can contact when there is an expected position to be filled up. No matter how slow or fast, effective or non-effective an employee selection process goes, it is usually be linked to the HR department.
Before an applicant is hired, the HR Department goes through a number of stages in the employee recruitment process.
SELECTION OF CANDIDATES IN THE EMPLOYEE RECRUITMENT PROCESS
The Planning Stage
The Human Resource Planning stage begins with the identification of the job vacancy. Next, the HR department draws out different strategies if the position is new or if it’s a replacement. They draw out several job duties when it is a new position.
If it’s a replacement, they carry out analysis to modify job duties. The analysis made should bring out more productivity and efficiency from the new job responsibilities of the employee.
HR then settles on the candidates’ set skills required, as well as extra qualities from candidates in case there are more than enough candidates for the position.
Advertising Job Vacancy to Begin Employee Recruitment Process
Announcing the Job vacancy in an institution is usually made in as many outlets as possible. This is to enable the advertisement to adequately reach the general public. In today’s world, Job boards easily come into the picture since most job advertisements are digital.
Wealth Bankers Job Arena adequately brings together a whole number of available job positions out to the general public. Job seekers are able to reach these advertisements just by visiting the Job Board.
This is where applicants who believe they are qualified, apply for the job vacancies.
Cover Letter and Résumé Screening
This stage involves a thorough screening of all the applicants’ cover letters and résumés. This is to select applicants who appropriately fit the profile the Job vacancy seeks. There is usually a strict elimination process for people who do not fit the category.
Although some candidates who are close to the sought after profile can be temporarily placed to the side. As a job seeker, it is advisable to have your cover letters and résumé as attractive as possible.
Stating how you can positively impact the company early in your cover letter is one way to catch the attention of employers.
Candidates who have successively convinced the employers that they fit the required profile move to the aptitude or written test. This test is taken for some job vacancies especially for positions that have a lot of practicality involved. The aptitude test, on the other hand, is to test the intelligence of the candidates in relation to the field.
Written tests are more inclined to the duties involved in the available job position. This is because it brings a sample of duties performed to the candidate in the employee recruitment process.
For example, a candidate for a social media personnel position might have to audit the companies’ social media presence and present his/her findings during a second interview.
Phone/Face to Face Interviews
The interview stage involves candidates in a conversation with either the employer or representatives of the company. There are a lot of questions asked here to analyze the candidates on their capabilities.
The candidates throw in a question or two for the interviewees at this stage too. These questions should focus on set skills required for the available job. Yet, the candidate can undergo other analysis such as his/her interpersonal skills.
The candidate can undergo one or more interviews in the process. Each interview screens down the number of people eligible for the position. Some institutions can have candidates go through as many as five interviews to screen candidates just before they select the best one.
Background and Reference Checks
Background and reference checks can begin as early as possible depending on the employer and the number of candidates available for the position. To ascertain the legibility of the candidate’s skills and also find any other problem a candidate might have.
Social media is currently the hub of many background checks made on the internet. This has become a very efficient source because lately, people have most of their activities posted on the internet. Some institutions use Job Shadowing as a way of further checking if candidates are actually capable of their positions.
The Job Offer
After finding the right candidate for the job, the employer forwards a job offer to the best candidate. When the best candidate accepts the terms and conditions for the stated position, he/she then officially accepts the job offer.