1.
Meet with client
2.
Develop search plan
3.
Research
4.
Initiate search process
5.
Candidate contact
6.
Candidate selection
7.
Candidate presentation to client
8.
Set interview days and times
9.
Follow up with client
10. Schedule
second interview
11. Reference
check
12. Follow
up with candidate
13. Closing/negotiating
14. Offer
15. Help
candidate with transition
16. Resignation
debrief
17. Follow
up
18. Verify
project completion
19. Request
for client satisfaction reference
While this process is quite lengthy, it is very thorough.
Through research I’ve learned that in recruiting, it is always better to be
thorough and not cut corners. Cutting
corners can lead to bad placements.
19 Step Placement Process
Step number one involves meeting with the client. The client in this case is the company who is
looking to fill a certain position or positions. During this meeting, the recruiter discusses
the company culture and position requirements with the hiring authority. During this meeting, the recruiter also
establishes a profile for the position and begins to establish the hiring
process as it pertains to this position.
The next step is to develop a search plan. In developing a search plan, the recruiter
selects and assembles a team of his or her employees to form a project
team. These employees are now officially
designated to this project and begin to develop a set of research questions and
topics. After the search plan is
developed, it is time for the research to begin. The project team develops a list of target
companies and potential candidates and establishes the minimum requirements for
the position. The team then does a
search within their database as well as national databases like the Executive
Search Profile and Candidate Data Base in order to find candidates who
qualify. Once the research is complete,
recruiters initiate the search process. Essentially this part of the 19-step
process involves much networking and actual recruiting. Recruiters talk to
people they know to try and get recommendations and find people that they may
have encountered in the past who would be a good fit for the position. Once the candidates are narrowed down by
qualification, they are contacted, profiled, and qualified to be compared to
one another on paper. This step flows right into candidate selection, which is
a review of the best-qualified candidates.
Upon finding the best candidate(s) for the position, the recruiter then
takes the candidate profile and presents it to the client (company) for further
review. This step is crucial to ensure
that all of the client’s needs are met and they will be happy with the
selection in the future. After the
candidate is presented to the client, the recruiter then sets up an interview
date and time with the candidate. This
interview process is generally a behavioral interview. Many recruiters use the STAR method of
interviewing for this step. The STAR
method allows the candidate to:
1.
Discuss a Situation that they were involved in
that had a positive outcome.
2. Describe the Tasks involved
3. Explain what Actions you took to complete the tasks and achieve the positive outcome.
4. Discuss the Results that followed your actions.
The STAR method helps the recruiter understand how you think
and how you handle real world experience.
It also gives the recruiter a way to compare the responses of
candidates. Once the interview process
is complete, the recruiter will follow up with the client to discuss the
interviews. The recruiter will give the
client feedback and decide the appropriate actions to take in the next step,
which is scheduling the second interview.
The first interview is a way of separating the good candidates from the
great candidates. Once the great
candidates are determined, the recruiter sets up a second interview. This
interview is comprised of more realistic job based questions in order to get a
feel for how the candidate will fit with the culture of the company. Once the second interview is complete, the
recruiter reviews the candidate’s resume in order to check references. They contact the listed references in order
to get a sense of how the candidate works with others, what their work ethic is
like, and their overall impression of the candidate in a work environment. Once the references are checked and confirmed,
the recruiter follows up with the candidate.
In this follow up process, they debrief the candidate and give them
feedback about how they did in the interview.
If all goes well following the feedback session and debriefing, the next
step is the closing and negotiating process.
During this step, the recruiter acts as a mediator between the client
and the candidate. The recruiter
mediates things that have to do with the job itself. Once all the negotiables are handled and both
parties reach an agreement, it’s time for the recruiter to present the offer to
the candidate. Once the offer is
presented it’s the candidates move to accept the offer. Once the offer is
accepted, the recruiter talks with the client and the candidate to establish a
start date. The next step is to help the
candidate with their transition from their current position (if applicable) to
their new position. The recruiter helps prepare the candidate to resign from
their job while maintaining contact in order to help with personal issues. If necessary, the recruiter will help with
relocation, where they can offer discounted moving services. Following the transition step is the
resignation debrief. In this step, the
recruiter continues to help with the rendition and confirms the start date with
the client and candidate. Next is the
follow up step in which the recruiter maintains their relationship with the
candidate and client to ensure happiness and satisfaction with the placement. Following the follow up step, the recruiter
then verifies the project completion and requests a reference of satisfaction
from the client regarding the placement success.
It is so important to have a thorough planning process like
the one above. “The
way an organization recruits can influence the type of employees it hires, how
they perform, and their retention rate” (Breaugh 2013). When candidates see the care and
consideration that recruiters pay to them during this process, it gives them
more incentive to do a good job as well as feel important in the process.
Works
Cited:
Breaugh,
J. A. (2013). Employee recruitment. Annual review of psychology, 64,
389-416.
Carniol, A. (2013, march 21). Inside the star interview approach: what
you need
to know. Huffington
post. Retrieved from http://www.huffingtonpost.com/alan-carniol/inside-the-star-interview_b_3310122.html
Marsden, P. V. (1994). The
hiring process.
American behavioral
scientist, 37(7), 978-991.
Adam
Cohen, Vice President, The Birmingham Group
“19 Step Placement Process: The
Birmingham Group”
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