Every recruiter’s goal is to hire great people that can perform the job well.
In today’s world, it’s no longer just recruiters’ decision to hire, applicants have a strong voice on who they want to work with. Recruiters are being scrutinized for the way they handle work because they know if they want to score great applicants, their company process should be perfectly organized. That gives a certain pressure to companies to strengthen their process and work culture so they hire the best.
Bloo gives recruiters a tool to organize their process and always stay on top of their game.
Recruitment process is different for different roles. It’s important that you design the recruitment process to reflect on the kind of candidate you wish to hire. This template is a starting point for all types of jobs. We recommend that hiring managers use this to adjust to their recruitment process.
In order to design a recruitment process for a type of role you are hiring, you need to fully understand the requirements and job scope of the role. Try to answer questions like:
What are the characteristics should the role possess?
What skills am I looking at?
How might I find out if the candidate possesses the skills and characteristics?
What values should the candidate live by? How do I justify this?
Once you have answers to those questions, think of what kind of process would lead you to attract and recruit the person you’re looking for. This is an example:
The process for recruiting this type of person could be:
Think of where your pool of candidates would be. Perhaps they’d post their portfolio on Pinterest, Instagram? Maybe you could get their attention by having your company profile there? Perhaps they recently quit from a design studio and are looking for a more ‘collaborative’ job? Follow them on LinkedIn and get them to follow you. Those are more targeted approaches, but you should also post for the wide audience through social media channels, jobs websites, and agencies.
This is what they need to do in order to be an applicant for the job. Most jobs would require candidates to send in CVs and Portfolios, but you must think critically about this and identify what the role needs. If you need someone who's enthusiastic in learning, perhaps you could ask them to write a cover letter explaining what they learned last month or what interested them. This is just one of the ways, but you get the gist.
Now you need a place to arrange all applications. This is the first Todo Title in our template. Simply create one Todo card for each applicant, and to identify them based on their roles, create tags & assign to each applicant. That way, you can also filter only the applicants of specific roles later. Make sure you keep all portfolios or CVs in the Todo Card.
I always have mixed feelings about any shortlisting process. I find that most of them are limiting. I understand for a fact that some companies require applicants to be a certain age or have a certain amount of experiences, but these days, you can’t define someone’s capabilities by age or experience anymore. That’s why I believe in marketing to the right candidates and designing a unique application process that attracts a few people who are willing to go an extra mile for the job. That way, shortlisting becomes easier.
At this point, as a recruiter, make sure you are as excited about the process as much as the candidate. Follow up with them and respond on time. Nothing beats making a good impression through being responsive. Act as if your candidates are your sales clients. An interview, or what most companies call it now, “chit-chat”, should be a space to understand the candidate better. Ask them personal questions, what they like and dislike, what they think of a certain issue or topic, have a conversation with them.
Now this is a step Bloo does to see how the candidate performs on real piece of work. If you want them to experience a real challenge, give them an assignment on what your company is working on. Make sure you communicate to help them understand what you expect from the task.
This is the final step but make sure you prepare it well. If the candidate gets the job, let them know clearly what the next steps are and prepare to answer their questions. Don’t assume they don’t have questions. At this point, you must be working hard to get them on board and choose your company. If the candidate doesn’t get the job, see if their expertise could fit in a different role or keep them for future reference when the position is available.