1. The recruitment process from the employer’s perspective
The “MiGreat Project”- n IT01-KA 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.

2. Recruitment processes
Job advertisements
Recruiting agency
Interviews

3. Job advertisements
Newspapers
Dedicated Websites
Company Websites

4. 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.

5. 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

6. 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

7. 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

8. 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.

9. 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?

10. 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

11. 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.