Mastering Recruitment: Job Descriptions to Onboarding
Steps for an Effective Recruitment Process
1. Job Analysis
Explain the role thoroughly. Ask questions to understand needed skills and daily tasks. Define the job title.
2. Responsibilities
Use action statements and be specific. Avoid copying templates.
3. Qualifications
List necessary knowledge, skills, and traits. Limit to 5-10 items, including personality and years of experience.
4. Compensation
Specify salary, equity, commissions, and health insurance. Use job search engines and compensation surveys as data sources.
5. Logistics
Identify the manager, start date, location, and exempt status.
6. Title
Define it bottom-up. The title is a role’s first impression; keep it to four words or less.
7. Company Summary
Make it clear, concise, and unique. It should reflect values, brand, current activities, and future goals.
Job Descriptions
A job description is the document that collects information obtained through analysis, reflecting the position’s content, responsibilities, and duties.
Description Methods:
- Direct observation
- Questionnaire method
- Interview method
- Activity journal method
- Mixed method
Phases of Selection Interview
Before the Interview
- Research the company.
- Review your CV.
- Prepare an interview folder with certificates, references, a copy of the ad, a CV copy, and a list of questions.
- Prepare for common interview questions.
During the Interview
- Maintain good body language.
- Listen attentively.
- Ask questions, keeping in mind what you’ve heard.
- Show enthusiasm and interest.
After the Interview
Write an interview report.
Onboarding Process
Attract, Recruit, Integrate, Develop.
Reasons for Recruitment Process
Companies initiate recruitment processes for several reasons:
- To fill a newly created position.
- To support starting a new activity.
- To replace a retiring worker.
- To fill a vacant position.
Direct Observation
Concept: Direct observation of the employee performing their tasks.
Characteristics: Communicate to the employee that they will be observed.
Advantages: Objective, empirical, systematic, and homogeneous data registration.
Disadvantages: Observation can interfere with behavior; it’s time-consuming, expensive, and not suitable for non-manual positions. The observed person does not participate actively.
Questionnaire
Concept: Recording information on all aspects related to the position.
Characteristics: Simple, easy to understand, filled in by the position’s head, and supervised by their superior. One questionnaire per position. Questionnaires can be open or closed.
Advantages: Provides extensive information if exhaustive and reviewed by a superior. Encourages active participation.
Disadvantages: Not suitable for lower-level positions. Requires analysis. There’s a tendency for the position holder to exaggerate.
Interview
Concept: Gathering information through an interview conducted by a specialist and the position’s head. A structured interview is recommended.
Advantages: Versatile for obtaining data face-to-face. Personalized method with richer information. Direct interaction helps eliminate reticence.
Disadvantages: Requires significant time and effort, making it expensive.
Job Profile
Concept: The capabilities and knowledge necessary for adequate job performance.
- Training: Distinguish between pre-access training and training to be developed after starting the position.
- Aptitudes/Competencies/Capacities: The set of characteristics needed for adequate function performance.
- Previous Experience: Generic jobs and the periods of permanence necessary to access the defined position.
Recruitment: Internal Candidate Procedure
- Internal candidates must have been with the company for at least 15 months.
- Internal candidates have 10 calendar days to submit their application.
- Applications will be treated confidentially until the final stage.
- Candidates will be treated without discrimination and will take the same assessment tests as external candidates.
- If selected, the timeframe for moving into the new role will be negotiated.
- The transfer timeframe should not exceed 30 days.
- The transfer does not necessarily imply any change in working conditions.
- Apps: LinkedIn, Monster for Employers, Instajob, Glassdoor, Indeed.
Example of Job Posting and Social Media Posting
81% of organizations consult social media profiles of shortlisted professionals before hiring.
Personality Tests
Personality tests provide insights into character and personality traits.
Projective Tests
Projective techniques access the unconscious psychic. The subject is unable to consciously control their responses. These tests are complex and vary widely. Their validity has often been questioned. They provide information about mental operation, personality, emotion, thoughts, perception, and intelligence.
Group Dynamics
This technique analyzes competencies and skills through group discussion. A group of 4-6 candidates discusses a topic to reach an agreement within a limited time. Candidates may or may not have assigned roles. Examples include in-depth interviews, evaluations, reference checks, decision-making, and company incorporation.