How Recruitment Works: 3 Main Methods of Selecting Candidates

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Everyone has been interviewed at least once, and some employees regularly participate in the selection of candidates and evaluate their future colleague. But how does recruitment work from the inside and what technologies do recruiters use? It will be useful for both job seekers and HR specialists to know the answers to these questions. In this article, we will consider 3 main methods for finding professionals.

Screening
The easiest way, which is suitable for finding candidates for blue-collar jobs - drivers, waiters, salespeople, secretaries, consultants. A person is assessed only by professional skills, for example, the ability to work with a PC or having a driver's license, so the entire process usually takes no more than 10 days. Screening includes only 4 steps:

application study and market analysis,
search for candidates,
initial telephone interview,
transferring the most suitable specialists to the manager.
Classic recruiting
A popular technology used to find line employees social media marketing service and mid-level specialists. Here, the recruiter himself is required to have deeper knowledge in a certain industry. The manager who requested the new employee is always involved in preparing the vacancy and the interview. The procedure consists of 8 stages, let's look at them in more detail.

application study and market assessment;
drawing up, together with a specialist, the duties, professional and universal qualities for a vacancy;
posting a vacancy on platforms (recruiting sites, social media groups, forums) and collecting responses;
resume review, telephone interview, initial assessment tests;
selection of suitable candidates and submission of their resumes to the manager;
conducting the main interview with the team;
reference checking;
final interview and closing of the vacancy.