Searching the Right Candidates

Searching is the process of recruitment where the resources are sourced depending upon the requirement of the job. After the recruitment strategy is done, the searching of candidates will be initialized. This process consists of two steps −

  • Source activation − Once the line manager verifies and permits the existence of the vacancy, the search for candidates starts.

  • Selling − Here, the organization selects the media through which the communication of vacancies reaches the prospective candidates.

Searching involves attracting the job seekers to the vacancies. The sources are broadly divided into two categories: Internal Sources and External Sources.

Internal Sources

Internal sources of recruitment refer to hiring employees within the organization through −

  • Promotions
  • Transfers
  • Former Employees
  • Internal Advertisements (Job Posting)
  • Employee Referrals
  • Previous Applicants

External Sources

External sources of recruitment refer to hiring employees outside the organization through −

  • Direct Recruitment
  • Employment Exchanges
  • Employment Agencies
  • Advertisements
  • Professional Associations
  • Campus Recruitment
  • Word of Mouth

Screening / Shortlisting

Screening starts after completion of the process of sourcing the candidates. Screening is the process of filtering the applications of the candidates for further selection process.

Screening is an integral part of recruitment process that helps in removing unqualified or irrelevant candidates, which were received through sourcing. The screening process of recruitment consists of three steps −

Reviewing of Resumes and Cover Letters

Reviewing is the first step of screening candidates. In this process, the resumes of the candidates are reviewed and checked for the candidates’ education, work experience, and overall background matching the requirement of the job

While reviewing the resumes, an HR executive must keep the following points in mind, to ensure better screening of the potential candidates −

  • Reason for change of job
  • Longevity with each organization
  • Long gaps in employment
  • Job-hopping
  • Lack of career progression

Conducting Telephonic or Video Interview

Conducting telephonic or video interviews is the second step of screening candidates. In this process, after the resumes are screened, the candidates are contacted through phone or video by the hiring manager. This screening process has two outcomes −

  • It helps in verifying the candidates, whether they are active and available.

  • It also helps in giving a quick insight about the candidate’s attitude, ability to answer interview questions, and communication skills.

Identifying the top candidates

Identifying the top candidates is the final step of screening the resumes/candidates. In this process, the cream/top layer of resumes are shortlisted, which makes it easy for the hiring manager to take a decision. This process has the following three outcomes −

  • Shortlisting 5 to 10 resumes for review by the hiring managers
  • Providing insights and recommendations to the hiring manager
  • Helps the hiring managers to take a decision in hiring the right candidate