Recruitment planning is one of the most important stages in the hiring process, which requires employers to prepare document information, choose the candidate interviewer and arrange time and place to suit an effective recruitment. For successful recruitment planning, employers need to prepare some of the following steps from staffing and recruiting companies:
1. Prepare information and documents:
Employers need to prepare the candidate's resume, set up the forms and distribute the candidate recruitment forms, which can help employers see and compare the candidates.
- Prepare a candidate evaluation form for each test or a general evaluation of the candidate's skills
- Prepare writing tests, multiple choice exams or simulation situations and recruitment questions which basically revolve around and stick to the recruitment criteria.
- Prepare recruitment notice
- Prepare letter inviting candidates to participate in recruitment, recruitment notification letter, notice of recruitment decline ...
2. Selecting a recruitment method:
Employers can choose one or a combination of recruitment methods outlined below:
This is the most basic form of recruitment of candidates, who are responsible for answering prepared questions. This method aims to test the basic or expertise knowledge as well as the ability to cope in different situations such as analysis, synthesis, expression of candidates,..
The advantage of this method is that it does not take much time but evaluates many candidates at the same time. The evaluation results are relatively objective, so far, the writing test is the method of choice.
However, the writing test also has certain limitations such as being unable to comprehensively assess aspects such as attitudes, ethical qualities, personality, organizational management ability, verbal ability and manipulation skills of candidates. Therefore, after the writing test, it is necessary to continue conducting other assessments such as psychological tests, interviews or simulations of situations.
This is a method that employers and candidates answer face to face questions that employers ask. In this method, the employer will observe the candidate's expressions to analyze the level of honesty and accuracy in each answer, so that the candidate has the most comprehensive view.
The interview has important implications in selecting candidates:
- Creating opportunities for candidates to conduct recruitment observations
- Understand the experience, knowledge, abilities as well as interests of the candidate
- Create opportunities for candidates to learn about the business and some job-related information
This method can assess the difference between candidates in intellectual level and personality. This is one of the important methods and effective techniques that have been applied by countries around the world for a long time, especially in the corporate environment.
Method of simulation of situations
This is a method that gives candidates a relatively realistic situation so they can solve the problem in a certain way. In every situation, it requires a skillful candidate to expose job-related capabilities. This method can help employers identify the level of competency of candidates to make a final decision: whether or not to recruit!
There are many types of assessment methods in situations such as the method of dissecting official letters, group discussion when there is no leader, role play, speaking ...
If you want to find more above 3 recruitment methods, please let us know.
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