The Hiring Process

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The hiring process can be difficult and lengthy for both candidates and employers. Companies often receive large volumes of job applications and therefore find it difficult to quickly assess resumes and keep lines of communication clear. Candidates also often find the application and interviewing process frustrating and opaque.

What can you do to improve the process and the odds of success? Make direct connections with recruiting professionals and hiring managers to increase the chances for a clear and efficient corporate hiring process.

The hiring process can be lengthy or much shorter depending on the hiring organization and the position being filled. Whatever the type of process associated with hiring an individual, the end result is typically the same.

An individual takes on the responsibilities of a specified job position when they are hired. Whether they are a waitress, accountant, doctor or fisherman, each job applicant is approved by those with the authority to do so and then the individual begins work.

There are processes related to hiring people that some organizations may do differently. Some organizations may choose to completely outsource their hiring functions and operations, while other organizations depend on in-house human resources expertise delegated with the tasks of overseeing and coordinating much of the hiring efforts.

In most cases, the hiring process will begin with an available job opening based on a newly identified need or on a recent exit by a former employee. Human resources personnel, either in-house or external consultants, work closely with hiring managers to determine whether the job descriptions or any other details associated with the role need to be updated or enhanced.

After any updates, available job positions can be advertised on the company's internal and external framework. Job boards and websites may also be used to advertise job openings in an effort to attract talented and skilled individuals to the position. Job applications may begin to arrive at the recruiter's desk, inbox or any other receiving medium, a few moments after job openings are submitted. Job candidates may be screened and invited for an interview. Successful applicants are usually notified about a job offer and human resources personnel also coordinate the transition process for new hires.

Unfortunately, and sometimes unavoidably, not every applicant gets a response after submitting a resume or after an interview, despite the commonsense expectation or hope of one, even if only as a courtesy. A thoughtful employer faced with large volumes of applications will consider, as a minimum, utilizing even a form letter, in email format, for unsuccessful applicants, in addition to whatever communications are approved for short-listed and selected candidates.

Likewise, every applicant should consider some form of written thank-you after being invited to and attending an interview, again, irrespective of the final outcome.
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