Your Hiring Process
This section gives you information about the hiring process. Check out our handy articles for advice on a range of hiring topics, such as competency-based interviews and finding the right cultural fit.
Assessment centres form an invaluable part of an employer’s armoury in selecting the most suitable candidate for a job.
Competency-based interviews can provide employers with a detailed insight into how a candidate might perform any given task and whether they’ve got the background and skills you’re looking for.
The interview process enables you to assess a candidate’s skills and experience as well as their personal attributes. It can be a nerve-wracking experience for the applicant but can also be an intimidating process for an employer too.
In a bid to hire employees who will make a lasting, positive contribution to an organisation, hiring managers look beyond a job seeker’s credentials and technical skills.
Once you’ve selected the most suitable candidate for a job, there’s one crucial step left for employers to take as part of the hiring process: the job offer.
Any candidate familiar with the interview process will no doubt be well versed in answering the generic questions a hiring manager might ask them.
The word psychometric basically refers to the measurement of the mind. Unlike facets such as education, skills, experience, appearance and punctuality, the behavioural traits and personality of a candidate can be much more difficult to assess during an interview.
So, you think the challenging parts of the interview process are finished. You’ve met several potentials, narrowed down the shortlist and your preferred candidate has accepted your offer of employment.
Interview advice is commonly given to someone looking for a job, but not usually directed at the hiring manager. But employers are looked to more and more to advertise their vision and offer the benefits of joining their company to candidates during the interview stage, so it pays to be prepared.
You’ve interviewed a strong shortlist of potential candidates for your role but you can only offer one of them the job. How do you ensure a positive outcome for everyone who was in the running, once the position has been filled?
The time between an offer and start date can be anxiety-filled for candidates – the best way to avoid a slow start is to keep them engaged during this gap.