A Youth can be valuable asset towards the recruitment process as millennials and generation z people are digitally adapted, and are often interested into exploring new opportunities to make an income through the advantages of their existing skills and experiences.
What the recruitment process involves…
- Identifying
- Campaigns
- Targeting & Attracting
- Interviewing
- Selecting
- Hiring
This process is crucial for finding the most competent candidates to hire for an appropriate role tailored towards their goals, experiences, qualities and enthusiasm. Let’s dive deeper into how these processes make an impact towards recruiting a potential candidate – like yourself I presume.
Identifying
Vacancies usually start to become identifiable when there are spaces within the company that has either a shortage of employees, the replacement of an ex employee or are persuaded by the government or colleges to look into hiring a young apprentice/intern to deliver their training.
It is also a strategy for companies to create more vacancies as the business expands during its growth phases whether in performance, in terms of delivering more services or expanding their new markets. After the company has successfully developed, HR department creates an in-depth analysis for the purpose of making a detailed person specification.
This helps employers create job vacancies by outlining the tasks of the role, the appropriate/related qualification requirements and experiences that is required from the candidate.
Campaigns
This part of the recruitment process is all about reaching the vacancy out towards a specific market that is most suitable for the role. The recruiter considers of the most appropriate location to promote their vacancy along with the duration period. This is how the vacancy is processed through their marketing system after HR’s involvement to ensure their target audiences are notified and inspired.
It is highly expected that entry level positions (which attracts more youths) receives the majority of completed applications compared to senior/advanced positions. As these require more time to process as the level of experience needed for those jobs often at least require three years of experience.
Targeting & Attracting Candidates
This stage is all about having the job vacancy being published in society for acknowledgement and interest for the desired competent candidate who can meet all of the job criteria.
The modern strategy for recruiters to publish vacancies is online through social media sites such as LinkedIn or specific job searching sites such as Indeed, Monster and Reed etc. Where you would find thousands of published job adverts through a wide range of different industries tailored towards the candidates specific qualifications and years of experiences.
As we all know, the old method to publish job vacancies is through local newspapers and job centres. There are also a number of recruitment agencies that can receive vacancies and put a number of their job seeking clients forward for the role – by sending their clients CV’s directly to the employer.
Interview
The interviewing process begins once the employer makes approvals on their candidates applications often based on their track records – experiences/qualifications. Whether the interview is face-to-face or remote, the interviewer needs to know….
- What Attracted You to the Role
- What Makes You a Good Team Worker
- What Makes You Unique
The employer will ask you questions based on the information above so they can have an idea about how you can effectively contribute towards the company whether positively or negatively. In general what makes a good interview is having the ability to…
- Expand you Answers
- Demonstrate Examples
- Ask Questions Related to the Role or Company
Selecting
This part of the recruitment process is all about analysing the candidates’ specialties such as qualities, expertise, level of experiences and behaviours in the interview. This is in terms of the candidates’ attitude and politeness, just to get more of an understanding of the nature of their personality.
Along with judging whether they are likeable and easy for the people at the company to get along with. Followed by requesting references – just to have evidence and clarification from a member of a third party (usually and preferably an their ex employer) of their performance, behaviour and punctuality.
Hiring
Whichever candidate has made it through to this stage – they have been successful through every section of the recruitment process. Meaning the candidate has the skills and qualities aligned with all of the critical requirements need to deliver a competent performance for the job.
If you want to become in this position sooner rather than later but you feel something is holding your confidence back, you can get help by registering at our employment focussed workshops or Gain work experience.
Brief Summary
The recruitment process is the most fundamental aspect for employers to bring their job adverts out for the right market so the adverts can reach out to a potential candidate who is unemployed or seeking for a career change. This is how job opportunities become available nowadays.
This needs to be a repetitive process so it can directly lead the employer to have more options of selecting their preferable candidates compared to the least desired ones.