The recruitment process from the employer’s perspective The “MiGreat Project”- n. 2016-1-IT01-KA202- 005348 has been funded with support from the European Commission. This document reflects the views only of the author and the Commission cannot be held responsible for any use which might be made of the information contained herein.

Recruitment processes Job advertisements Recruiting agency Interviews

Job advertisements Newspapers Dedicated Websites Company Websites

Recruiting Agency Recruiting agencies, also called employment agencies, are responsible for finding suitable candidates for a specific job opening. They work on two levels: Headhunting: the agency searches for freelancers that suit the employer’s needs Screening from a pool: the agency tries to find matches from a pool of CVs that it has gathered In both cases, the recruiting agency does the initial screening on behalf of the employer in need and then proceeds to narrow the options to as few as possible.

The interview is the most direct form of approaching the candidate for a job. Usually the final step towards the recruitment of a person for a job. Usually takes one to three interviews until the process is finished. Interviews

What employers value in the various stages of the hiring process Academic qualifications Work or voluntary experience Skills Some employers value one category over another or, in more demanding positions, they may look for all of them. A solid combination of the three ensures work efficiency and synergy in the working environment. All employers look for a range of attributes in their employees, which can be narrowed down in three categories

Skills that employers seek in resumes Results drawn from the National Association of Colleges and Employers’ report of 2018 Problem-solving Skills Ability to work in a team Communication Skills (written) Leadership Strong work ethic Analytical/Quantitative skills Communication skills (verbal) Initiative Detail Oriented Flexibility/Adaptibility Technical Skills Interpersonal Skills (relates well to others) Computer Skills Organizational Ability Strategic Planning Skills Creativity Friendly/Outgoing Personality Tactfulness Entreprenurial Skills/Risk Taker Fluency In A Foreign Language

Work or voluntary experience Previous work experience, preferably in a relatable to the current job’s environment, shows the employer that the adjustment period will be significantly lower and that the candidate might be more proficient in specific tasks than other applicants. Volunteering is also a factor that plays a significant role in selecting a suitable employee. Showing that you have acquired a skillset by doing voluntary work and that you have been tested in different contexts, can portray a diversity that many employers ask for.

How to identify need for new recruitment Start recruiting Where can I find what I need? What do I need? All employers need to ask two questions before moving to the recruitment process The first question, which is the basis upon which the employer starts the recruiting, is “What do I need?” What should I include in the job description? What qualifications does the person I am looking for need to have? For how long will I need him/her? Will it be a full-time job or a part-time one? How will I reward him/her? Will it be based on hours worked or on activities carried out? The second question, after the specifications for the position are finished, is “where can I find what I need?” Do I need to find a new person or can I have someone from the existing personnel do it? Which method of recruiting should I follow? Should I look somewhere specifically or can any person do the job?

Assessment of the operation while setting the interview Different types of questions Fact-based or general: questions asking the reasons for someone applying on the specific job Situational or hypothetical: questions that place the candidate over an imaginary situation to see what would he/she do Stress: questions aiming to stress the participant and see if he/she can handle it Behavioral: questions asking the participant over practical issues or things he/she has done in the past Getting prepared for an interview Read carefully the CV of the candidate and point out any inconsistencies or things you might need to clarify Make the candidate feel comfortable and have at least one more person with you Start by asking things you need to learn more about from the CV and then some behavioral questions Consider mixing some other types of questions if needed Wrap up and let the candidate ask anything he/she might need to know about the job

References References are documents/testiments from previous employers, or people that can be points of reference, vouching for your job credibility. References should be asked for by the employer beforehand, so that the applicant has enough time to contact previous employers and ask them for it. There is no specific template for the references and it is up to the employer to provide a format, if he/she wishes so. References are usually enclosed into sealed envelopes and should have a very recent date along with the signature and contact details of the person.