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Many jobseekers express frustration with the hiring process. They feel a loss of control. They sense that the employer holds all the cards and isn’t showing any of them.
Understanding just how employers hire can eliminate some of the frustration and help you plan a successful job search.
However, there are a few common strategies and tools used in hiring. Recruitment, screening and selection are three basic components of a hiring process.
RecruitmentEmployers need an applicant pool from which they fill job openings. Employers who do extensive hiring may be recruiting applicants continuously, even when there isn't an immediate need. They simply want to maintain the pool of applicants.
Employers who hire occasionally, or for very specialized positions, usually recruit as needed.
Some employers recruit simply to test the market, not because they have immediate job openings. They may be planning some future expansion and want to know if there’s a ready pool of applicants to fill their labor needs.
There are many ways employers recruit applicants. Here are the most common:
Once employers have an applicant pool, they narrow it down to the best qualified candidates.
This is no simple task. Employers are usually working with limited information. An application and/or a resume may be all they have. They may also have references and a record of past employment, but they usually will check these only after an initial screening.
The reality is that for any one job, employers may have hundreds of applicants. So, the first task is to eliminate as many as possible, as fast as possible. During the initial screening, employers generally spend no more than a few seconds on each application.
Here’s an example of how employers eliminate candidates:
Cindy is looking to fill one position in her department and has received 120 resumes. She plans to interview no more than 10 candidates. She decides to screen the resumes for basic requirements and appearance.
She quickly pages through the resumes and eliminates those that do not meet the basic requirements and those that are poorly presented or have errors. In less than an hour, Cindy has narrowed the pool of candidates down to the 10 she plans to interview.
Employers spend more time reviewing the small number of candidates left after an initial screening. They look more closely at qualifications and may contact references and/or past employers.
Some may call the applicant to conduct a telephone screening interview, or they may schedule an in-person screening interview.
Employers frequently turn to technology to help manage the hiring process. Growing technologies include resume scanning systems, databases and the Internet. The goal of screening is to narrow the pool of qualified applicants to those to be interviewed.
Selection
While every step in the process plays a part in the hiring decision, employers most often make the final selection based on the interview. At the interview, employers are seeking to verify qualifications and to evaluate how the person will fit into the organization.
When someone is called for an interview, they can be reasonably confident employers believe they're qualified for the job. Employers are interested in the person or they wouldn't be investing their time in an interview. The question is, "Are you the best qualified person for the job?"
"Best qualified" doesn't just mean skills, experience and education. Employers are also looking for motivation, a passion for excellence and a dedication to continuous learning and quality.
They're also looking at how much a new employee will cost them. Hiring an employee is a major "purchase" that costs the company a great deal of money every year. Employers want to make sure they get the best value for their money. After all, most jobseekers don't come with a money-back guarantee.
Understanding just how employers hire can eliminate some of the frustration and help you plan a successful job search.
The Hiring Process
Hiring practices vary from industry to industry, employer to employer, hiring manager to hiring manager. Managers at the same company may even use different approaches. No two hiring processes are alike.However, there are a few common strategies and tools used in hiring. Recruitment, screening and selection are three basic components of a hiring process.
RecruitmentEmployers need an applicant pool from which they fill job openings. Employers who do extensive hiring may be recruiting applicants continuously, even when there isn't an immediate need. They simply want to maintain the pool of applicants.
Employers who hire occasionally, or for very specialized positions, usually recruit as needed.
Some employers recruit simply to test the market, not because they have immediate job openings. They may be planning some future expansion and want to know if there’s a ready pool of applicants to fill their labor needs.
There are many ways employers recruit applicants. Here are the most common:
- Advertising. Employers may advertise in newspapers, local community papers, trade publications, radio or television, on the Internet or on telephone job hotlines.
- Internal Posting. Some employers will first post their jobs internally so interested employees may apply.
- Referral. Referral from a trusted employee, colleague or peer is the source preferred by most employers. Many employers actively solicit these referrals as part of their recruitment efforts.
- Placement Service Providers. Employers may use private and public placement agencies to recruit candidates.
- Personal Staffing Services. Many employers are turning to temporary and contract agencies for employee recruitment.
- Job Fairs. Job fairs are an excellent source for entry-level employees. Employers who recruit at job fairs are usually building a pool of candidates and may not have immediate openings.
- Internet. There are all kinds of job listings on the web, ranging from company web sites to professional associations to web sites solely devoted to job listings.
- Other Recruitment Resources. Schools, placement offices, union halls and word of mouth.
Once employers have an applicant pool, they narrow it down to the best qualified candidates.
This is no simple task. Employers are usually working with limited information. An application and/or a resume may be all they have. They may also have references and a record of past employment, but they usually will check these only after an initial screening.
The reality is that for any one job, employers may have hundreds of applicants. So, the first task is to eliminate as many as possible, as fast as possible. During the initial screening, employers generally spend no more than a few seconds on each application.
Here’s an example of how employers eliminate candidates:
Cindy is looking to fill one position in her department and has received 120 resumes. She plans to interview no more than 10 candidates. She decides to screen the resumes for basic requirements and appearance.
She quickly pages through the resumes and eliminates those that do not meet the basic requirements and those that are poorly presented or have errors. In less than an hour, Cindy has narrowed the pool of candidates down to the 10 she plans to interview.
Employers spend more time reviewing the small number of candidates left after an initial screening. They look more closely at qualifications and may contact references and/or past employers.
Some may call the applicant to conduct a telephone screening interview, or they may schedule an in-person screening interview.
Employers frequently turn to technology to help manage the hiring process. Growing technologies include resume scanning systems, databases and the Internet. The goal of screening is to narrow the pool of qualified applicants to those to be interviewed.
Selection
While every step in the process plays a part in the hiring decision, employers most often make the final selection based on the interview. At the interview, employers are seeking to verify qualifications and to evaluate how the person will fit into the organization.
When someone is called for an interview, they can be reasonably confident employers believe they're qualified for the job. Employers are interested in the person or they wouldn't be investing their time in an interview. The question is, "Are you the best qualified person for the job?"
"Best qualified" doesn't just mean skills, experience and education. Employers are also looking for motivation, a passion for excellence and a dedication to continuous learning and quality.
They're also looking at how much a new employee will cost them. Hiring an employee is a major "purchase" that costs the company a great deal of money every year. Employers want to make sure they get the best value for their money. After all, most jobseekers don't come with a money-back guarantee.
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