Identify employer’s need. What are the requirements of the role? And what are the qualities that your ideal hire should have? What is your hiring criteria, point by point? Once you have these answers nailed, you can get your job ad ready and we can start promoting your vacancy.

This phase involves the following steps:

• Define job position scope and candidate requirements
• Write job listing
• Define filtering process & criteria – this is the important step of defining
  • What exact criteria you will vet each candidate on;
  • What would be your filtering process, or filtering “stages”

We will assist you in the process

After we have defined the job position’s scope and posted the job listing, applicants will be coming your way. It’s now time to dig into the filtering process, through interviews & selection.

The goal at this stage is to narrow down the number of candidates to around 2 to 5 candidates to reach the final stage – the Decision stage, which is past the final interview. This is also true if you are doing the interviews yourself.

An example of the filtering stage:

• Stage 1: Vetting Resumes
  • In this stage, you go through the applications received and select only those with relevant experience.
• Stage 2: Asked screening questions to understand the candidate better
  • We will interview the chosen applicants and ask them 1-5 key questions to understand the candidate’s suitability based on some of your most important criteria.
• Stage 3: In interview no.1, use the same questions for all candidates
  • Here you will interview the candidates, covering the same questions from Stage 2 to get a deeper understanding of the candidates’ backgrounds.
• Stage 4: Short assignment/task
  • We can give the candidates a short task/assignment or question to better understand how they’d approach the job.
• Stage 5: In Interview no. 2, use the same questions for all candidates
  • A 2nd interview, which can include other recruiters, HR-staff, co-founders and others.

There can be even more stages; it depends on the needs of your company.

The final (and most nerve-racking) phase of the recruitment process. This stage, is here the applicant will be selected based on a combination of objective criteria. Now comes the offer process.

This varies by company, but should include:

• Identifying the correct level for the candidate (such as senior or principal)
• Finalizing the salary and any other perks and monetary offerings (such as bonuses or equity)
• Gathering any required approvals
• Crafting an offer letter
• Presenting the offer to the candidate

We will assist you in this process. Contact us for more details.