Recruiting is a hard and often drawn-out process and finding the right candidate is often a challenge. To find the right IT candidate, it is important to understand the requirements of the position thoroughly. What are the expectations for that role? To locate the right candidate, one needs to have a proper staffing strategy. HR professionals and/or hiring managers often prefer to work with technical recruiting agencies because they help in finding candidates faster and also significantly reduce chances of wrong hires.
When a business works with technical recruiting agencies, the staffing company usually takes all the responsibility of finding the right candidate. An employer may post an advertisement for an open position and receive tons of applications for the position. Receiving applications from unqualified candidates will not do an employer any good. Rather he will waste time weeding through the unqualified resumes. It is better to ask for the service of a recruitment agency. A staffing firm has a pool of qualified resources and it can help employers find a candidate with the skills they need in no time while reducing the chances of wrong hires.
A staffing company usually performs the initial screening of a candidate and also gives candidates an aptitude test to determine their skills and mental makeup.
So, how does a staffing company start its screening process?
Interviewing a candidate
Interviewing is one of the important components in the screening process. One needs to be focused, and must be able to listen to and process thoughts during the interview. An interviewer should be able to thoroughly assess a candidate’s technical knowledge and mental makeup before making an offer. Hiring managers usually do not have time to interview a long list of candidates before selecting the right one. That’s why they prefer to work with a staffing agency. A staffing company usually conducts the first few rounds of interviews and then sends one or two selected candidates to a company’s HR for the final hiring decision.
Start with easy questions
They typically begin an interview with easy questions and gradually build up to the more complex ones. This helps in asking probing questions. Studying a resume is an integral part of an interview process. This enables them to ask more engaging and personal questions of a candidate, like his hobbies and interest. Asking these questions is important to assess the mentality and interest of a candidate. A recruiter needs to find this out in order to ensure that the shortlisted candidate matches the culture and work environment of the company.
Ask for practical tasks
Once a candidate gets qualified in the interview process, a recruiter usually asks him to do a practical task, like giving a presentation or preparing a report. This is important to ascertain whether the candidate has all the skills he has claimed during the interview process. His work provides a testimony to his technical skills. A recruiter can also test whether or not a candidate can perform under high pressure situations.
When a business works with technical recruiting agencies, the staffing company usually takes all the responsibility of finding the right candidate. An employer may post an advertisement for an open position and receive tons of applications for the position. Receiving applications from unqualified candidates will not do an employer any good. Rather he will waste time weeding through the unqualified resumes. It is better to ask for the service of a recruitment agency. A staffing firm has a pool of qualified resources and it can help employers find a candidate with the skills they need in no time while reducing the chances of wrong hires.
A staffing company usually performs the initial screening of a candidate and also gives candidates an aptitude test to determine their skills and mental makeup.
So, how does a staffing company start its screening process?
Interviewing a candidate
Interviewing is one of the important components in the screening process. One needs to be focused, and must be able to listen to and process thoughts during the interview. An interviewer should be able to thoroughly assess a candidate’s technical knowledge and mental makeup before making an offer. Hiring managers usually do not have time to interview a long list of candidates before selecting the right one. That’s why they prefer to work with a staffing agency. A staffing company usually conducts the first few rounds of interviews and then sends one or two selected candidates to a company’s HR for the final hiring decision.
Start with easy questions
They typically begin an interview with easy questions and gradually build up to the more complex ones. This helps in asking probing questions. Studying a resume is an integral part of an interview process. This enables them to ask more engaging and personal questions of a candidate, like his hobbies and interest. Asking these questions is important to assess the mentality and interest of a candidate. A recruiter needs to find this out in order to ensure that the shortlisted candidate matches the culture and work environment of the company.
Ask for practical tasks
Once a candidate gets qualified in the interview process, a recruiter usually asks him to do a practical task, like giving a presentation or preparing a report. This is important to ascertain whether the candidate has all the skills he has claimed during the interview process. His work provides a testimony to his technical skills. A recruiter can also test whether or not a candidate can perform under high pressure situations.
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