When you begin job searching it is easy to think that the recruitment process is all about the interview. Often, we forget that recruiters start deciding on the right candidate for them long before the interview and still carry on with the selection process for a while after this. In this post we will be taking a look at the steps that recruiters take as part of a common and well-structured recruitment process in order to highlight yourself as the best candidate for a position.
Selecting a recruitment team: For companies, the first steps in the recruitment process actually revolve around selecting those who are going to be doing the recruiting. When a good quality recruitment team has been put in place they have a solid foundation on which the rest the remainder of the process. This means two main things for you. One is that the recruiters are likely to be experienced so hopefully know how to run a successful recruitment process that doesn’t have any nasty surprises, gives you the chance to promote yourself and gives you plenty of information about the role itself. Two is again that they will be experienced, this means they’ll likely be able to see through white lies and be a bit sick of the bog-standard applications they get hundreds at a time of so you do need to shine.
Writing the job and person spec: The recruitment team will put together a job and person specification right at the beginning of the process to outline the gap they have in their team, what it takes to fill that gap and to give you a really good idea of the role. This means that you have plenty of information to go at and you are by no means blind as to what they want to see from you. It gives you a fantastic opportunity to address all of their points clearly demonstrating to them why you are the best candidate for the job.
Choosing their external recruitment resource: Once these items are prepared they will decided how to advertise their job. To get one step ahead, try to have notifications set up for local and well-known jobsites. So long as your CV is of good quality, relevant for the role and up to date, it wouldn’t harm having this advertised on those boards too. Social media is prevalent in our society today and platforms such as Linkedin are becoming increasingly popular ways of people sourcing so make sure you are up to date and that your profile really sells you.
Providing a form of application: The recruiters will provide you with an application form or they may ask you to send a CV. There are plenty of points regarding CV’s on this site so take a look at those and do a little bit of research on making sure your CV is perfect for the role before you submit it. If an application form is provided make sure that it is in a format that you can work with and that you answer the questions. No matter which format you use to apply, it is key that you tailor it to the job/person spec and ensure that you stand out from the crowd in a positive way.
Shortlisting: Once the applications are received they will be reviewed and I can promise you that for a lot of roles there are a lot of applications so shoddy CV’s or application forms with bad formatting and poor grammar or spelling are unlikely to get a look in. At this point those shortlisting might end up with a few candidates that are similar standards on paper or that they are simply unsure about. Potentially they may take a sneaky peek at your social media profiles or do a Google search to get a bit more of a sense about you or more information about an achievement that might have been published.