How to manage job applications while actively hiring?


The hiring process in a company should revolve around hiring the right employee. There is the need to identify the talent that you need while also hiring candidates who are qualified. Some firms have formulated their unique hiring process.

The following steps will allow you to manage the job application as you hire actively:

1. Ensure You Have a Recruitment Plan

After your firm identifies that it needs to hire more employees, there is the need to develop a recruitment plan. If there are newly formed positions, it is important to identify how the new roles will align with the business plan and the corporation’s goals. Companies need to ensure the employees and internal teams are notified about the new positions during the hiring process. The professionals in charge of the hiring process should also agree on everything, including the steps to take and the most suitable communication channels. There is also the need to strategise on publicising the available job positions available externally and internally. How will the interviews be conducted? How will the interview process look like?

2. Identify The Need to Hire

The hiring process starts with identifying the needs that are present within the company. The needs vary. For instance, the firm may need to fill a position that has been vacated, or there is the need to ensure the workload can be managed in a better manner.

3. Composing a Job Description

The hiring staff will develop the job description, and the job requirements should be prioritised together with the desired characteristics and special qualifications. The information that should be included in the job description is the benefits and salary.

4. Recruit the Position

The hiring staff is supposed to reach out to the desired candidates through different platforms. Active recruitment will ensure that it will be possible to generate applications from some potential candidates that are not actively searching for a new job and are well suited to the available position.

5. Initial Screening and Phone Interviews

The initial interviews usually start with a phone call. The phone interview will help to determine whether the candidate is qualified to hold the job position. The potential candidates are supposed to be telling the truth to the HR representatives. The phone interviews will allow the organisations to shortlist the candidates while also ensuring the firm’s resources are utilised efficiently.

6. Assessing the Applicants

After an interview has been completed, the firm will assign applicants some tests that are standardised. The exams usually measure different variables, including the ability to solve problems, personality traits, reading comprehension, reasoning, emotional intelligence, among other things.

7. Decision

After carrying out a background check, the hiring staff will know whether the candidates are telling the truth or not. It is important to ensure there is a backup candidate in case one of the top choices fails to take up the job position. If there are no qualified candidates to take up the job position, the hiring staff will determine whether the hiring process will come to an end. The hiring staff can also see it fit to make some changes to the hiring process in the pursuit of favourable candidates.

8. Job Offer

After identifying a suitable candidate, the firm should ensure the initial offer has been extended. The offer letter should contain details such as the benefits, the salary depending on the job position, start date, paid time off, working remotely policy, potential severance pay, and the conditions of employment. The negotiable elements should be indicated and also the ones that are not. Some of the negotiable terms should include a flexible work schedule and salary.

Final Thoughts

The firm should ensure that some mechanisms have been put in place depending on whether they are supposed to submit their applications. In most instances, the review process starts with ten HR representatives. They will review each application while eliminating the candidates who fail to meet the requirements for the present positions.


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