![]() ![]() The way a job ad is written, meaning how informative, engaging and inclusive it is, directly impacts the people you attract. This means that on average more than 400 people apply per job opening.īut the number and quality of applicants also depend on your job advert. Google, for example, receives around 3 million applications a year. Internal factors such as pay rates, opportunities for progression and benefits like health insurance, have a considerable impact as well. The number of applicants can range between zero and thousands, depending primarily on the size of the company, the type of job and the industry, and on how successful your sourcing strategy and employer brand are. If you’re trying to recruit nurses to a public hospital, when burnout is high, your HR department’s role will be more challenging than a video games company seeking graduate developers, who can work remotely. The field you work in HR for will impact as well. Depending on your country’s infection rates and legislation put in place by the government regarding work, health and immigration, the pool of applicants may be smaller than pre-pandemic. Some of these factors are external and beyond your influence as HR for example social factors such as the ongoing Covid-19 pandemic. Candidates can now apply but the number of applications, the quality, and diversity of those who do, can vary hugely. ApplicationĪfter you’ve created a job advert – and double-checked it for any errors – it’s ready to be posted. Of course, not every candidate makes it through to every stage. A typical funnel consists of seven stages. The selection process in HRM occurs via a series of steps that candidates move through. Once you publish and advertise your job opening, candidates flow in – hopefully! This is where the selection funnel starts. Based on the job description, this should include criteria like how many (if any) years of work experience are needed, educational background, and proficiency in certain skills. Every job opening should have a clearly defined function profile. Your organization’s candidate selection process always starts with a job opening. ![]() You select five of them to interview and finally, one person gets the job offer. Imagine you are seeking a new hire for a role – your current employee decided to pursue another opportunity. The goal of the recruitment and selection process at organizations is to find and hire the best candidates for job openings. In this article, we will take a closer look at the selection process and show the best practices for designing a process that will help you find the best candidates while also delivering a good candidate experience. A good selection process is key in finding talent and forms the backbone for effective performance management. ![]()
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