Step 3: Attraction
Posted: Sat Jan 18, 2025 6:36 am
At this stage, the focus changes from your company to a specific vacancy, which is the area of competence of the HR specialist.
This is where the job posting is written and posted. This is where it is important to attract a candidate who matches the image presented at the first stage.
You probably already have the necessary usa student data packageexperience in this area. However, we recommend that you communicate with applicants in simple, accessible language, and avoid simply copying the text of one vacancy into another. You should create a unique text for each position. This way, you can stand out from the crowd of other offers and demonstrate that your company cares about its employees already at the selection stage.
At this stage, the ratio of the number of resumes sent to the number of views of the page with the vacancy is assessed. A good indicator is considered to be 11% and above.
Case: VT-metall
Find out how we reduced the cost of attracting an application by 13 times for a metalworking company in Moscow
Find out how
Stage 4: Response
Here, the specialist collects the resumes of the candidates who responded. To simplify this process and attract the necessary candidates, you should work on the resume submission form. It should be easy to fill out from a computer, a smartphone, a website, and an application. Filling out the form should take no more than 10 minutes. It is necessary to check the settings for automatic responses to responses and the functionality of the application collection. You can check the correctness of these tools by test submitting a resume from a smartphone. If everything turned out to be convenient and understandable, then everything is working correctly.
At this stage, the percentage of people who sent a resume from the total number of views is estimated, as well as the approximate ratio of the number of responses to the number of views of the vacancy.
Stage 5: Initial assessment of candidates
At this point, the HR specialist evaluates the candidates' CVs and selects those suitable for further communication. As a rule, at this stage, a potential applicant is already identified. The specialist sorts the CVs, rejects irrelevant ones and makes a preliminary list of the most suitable candidates for the position and those who have shown activity and contacted on their own.
Evaluation of candidates' resumes
Source: shutterstock.com
Active applicants are usually more motivated and more loyal than those who are among the leaders in the general list. It is important to respond to all candidates from this list. At this stage of the recruitment funnel, an automatic resume check can be used. However, this method is unreliable, since the program often rejects suitable candidates who could have made it to the top contenders for the position. For this reason, it is better to select applicants manually.
Step 6: Interview
The "Interview" stage is a direct interaction with the candidate. Usually there are several such meetings: with the recruiter, the head of the department and, if necessary, with the CEO or company representatives. Modern advanced companies, for example, in the IT sector, try to conduct all interviews with the candidate within one day. Many prefer a remote format. This allows saving time for both parties, and also creates a pleasant impression even in case of refusal.
The main difficulty of this stage is an objective assessment. This problem can only be solved through a clear selection system: establishing common criteria, taking into account possible disagreements within the team and determining the person responsible for making the final decision in controversial situations. It is also important to control the number of interviews for each applicant, use assessment sheets and monitor the ratio between the number of applications and interviews conducted.
This is where the job posting is written and posted. This is where it is important to attract a candidate who matches the image presented at the first stage.
You probably already have the necessary usa student data packageexperience in this area. However, we recommend that you communicate with applicants in simple, accessible language, and avoid simply copying the text of one vacancy into another. You should create a unique text for each position. This way, you can stand out from the crowd of other offers and demonstrate that your company cares about its employees already at the selection stage.
At this stage, the ratio of the number of resumes sent to the number of views of the page with the vacancy is assessed. A good indicator is considered to be 11% and above.
Case: VT-metall
Find out how we reduced the cost of attracting an application by 13 times for a metalworking company in Moscow
Find out how
Stage 4: Response
Here, the specialist collects the resumes of the candidates who responded. To simplify this process and attract the necessary candidates, you should work on the resume submission form. It should be easy to fill out from a computer, a smartphone, a website, and an application. Filling out the form should take no more than 10 minutes. It is necessary to check the settings for automatic responses to responses and the functionality of the application collection. You can check the correctness of these tools by test submitting a resume from a smartphone. If everything turned out to be convenient and understandable, then everything is working correctly.
At this stage, the percentage of people who sent a resume from the total number of views is estimated, as well as the approximate ratio of the number of responses to the number of views of the vacancy.
Stage 5: Initial assessment of candidates
At this point, the HR specialist evaluates the candidates' CVs and selects those suitable for further communication. As a rule, at this stage, a potential applicant is already identified. The specialist sorts the CVs, rejects irrelevant ones and makes a preliminary list of the most suitable candidates for the position and those who have shown activity and contacted on their own.
Evaluation of candidates' resumes
Source: shutterstock.com
Active applicants are usually more motivated and more loyal than those who are among the leaders in the general list. It is important to respond to all candidates from this list. At this stage of the recruitment funnel, an automatic resume check can be used. However, this method is unreliable, since the program often rejects suitable candidates who could have made it to the top contenders for the position. For this reason, it is better to select applicants manually.
Step 6: Interview
The "Interview" stage is a direct interaction with the candidate. Usually there are several such meetings: with the recruiter, the head of the department and, if necessary, with the CEO or company representatives. Modern advanced companies, for example, in the IT sector, try to conduct all interviews with the candidate within one day. Many prefer a remote format. This allows saving time for both parties, and also creates a pleasant impression even in case of refusal.
The main difficulty of this stage is an objective assessment. This problem can only be solved through a clear selection system: establishing common criteria, taking into account possible disagreements within the team and determining the person responsible for making the final decision in controversial situations. It is also important to control the number of interviews for each applicant, use assessment sheets and monitor the ratio between the number of applications and interviews conducted.