Workforce Hiring
Processes Involved in Workforce Hiring
Workforce hiring involves a lot of processes. Those processes include the following:
1. Inviting Candidates to Apply for Jobs
The hiring process starts when an organization invites candidates to apply for jobs. The invitation can be sent only to some specific candidates or to the general public. An ideal invitation should describe the nature of the available job offer and all the requirements of the job.
2. Reviewing job applications
Organizations will receive a number of job applications after declaring their intentions to hire candidates. Most times, the number of applications will exceed the number of candidates the organization wants to hire. Besides, some applicants who clearly don’t match the job might submit job applications. Hence, a review is necessary to remove such candidates even before the day of the interview.
Processes Involved in Workforce Hiring
3. Interviewing Selected Candidates
Recruiters can’t base hiring decisions on CVs alone, which is why an interview is necessary. During an interview, interviewers are expected to do the following:
• Introduce themselves and the organization: The candidates attending the interview need to know at least a few things about the organization and the interviewer. Hence, an interview should begin with an introduction from the interviewers, particularly about the organization.
• Review the available jobs: The job descriptions that candidates will see before job application usually don’t contain detailed information. Even if the information is detailed, some applicants may not know all the qualities the organization requires. Therefore, a review of the available job is necessary to ensure all applicants fully understand the nature of the job they are applying for.
• Assess candidates: The major purpose of an interview is to assess the skills of job applicants. Recruiters should ask questions aimed at discovering the skills of candidates. At the same time, recruiters should give candidates the chance to ask questions also.
4. Choosing Qualified Candidates
Recruiters will be able to identify the perfect candidates to hire after interviews, so the next thing to do after interviews is to list the qualified candidates for further assessments.
5. Performing Background and Reference Checks
Recruiters shouldn’t rely solely on the information they obtain directly from applicants. Instead, they should seek additional information from background sources like candidates’ former employers and schools.
Background and reference checks will help recruiters verify the credentials and employment history of applicants. Also, background checks can help an organization avoid violence or losses that may occur when a candidate with a criminal record is hired.
6. Giving job offers
Candidates who have passed all hiring criteria should be offered a job. An ideal job offer is meant to be an agreement employer is extending to candidates. Hence, an offer should state the salary the organization intends to pay together with other available benefits.
The offer should be in written form, though recruiters can decide to use voice calls or video calls to first notify candidates of available job offers.
7. Onboarding
Onboarding involves integrating the newly recruited workforce into the organization. The new workforce will learn the culture, values, and structure of the organization. Although onboarding takes place after hiring, it is still considered one of the important hiring processes as it helps the new workforce adapt to the organization.
The onboarding process usually lasts for just a few days, but sometimes it lasts for a few months depending on the complexity of the organization. Onboarding will not only help the new workforce blend easily into the organization but also assist workers to perform at their peak as they will discover ways to perform their duties efficiently.
