1.1. Conducting Interviews and Evaluations
The interview and evaluation processes are crucial stages of the recruitment process. During this phase, the preparation of job advertisements and searching for candidates play a critical role in finding the right talent for the company.
Preparation of Job Advertisements:
The first step in the recruitment process is the preparation of job advertisements. Job ads are essential communication tools used to convey the company’s open positions and their requirements to potential candidates. When preparing job advertisements, the following factors should be considered:
Job Description: To make job advertisements effective, they should include a complete description of the open position. The duties, responsibilities, requirements, and expectations of the position should be clearly stated.
Qualifications and Skills: The job advertisement should clearly state the qualifications and skills required from candidates. For example, specific levels of experience, educational requirements, or special skills should be identified.
Company Culture and Values: The job advertisement should reflect the company’s culture and values. Potential candidates should understand if they can fit into the company’s values.
Searching for Candidates: After preparing job advertisements, the process of searching for candidates begins. Here are some important steps for searching candidates:
Posting the Ad: Job advertisements should be posted on appropriate job platforms or the company’s website. Additionally, resources like social media and recruitment agencies can be used to reach a wider audience.
Evaluation of Applications: The evaluation of applications involves reviewing the received applications and identifying suitable candidates for the position. The recruitment team carefully reviews the resumes and cover letters of applicants to assess their suitability for the job requirements.
Pre-Screening Stage: Among the relevant candidates, a pre-screening is conducted based on their qualifications and experience. During this stage, initial communication with candidates can take place through phone calls or video conferences, and preliminary assessments can be made.
Steps to Conduct Interviews and Evaluations:
Preparation of Job Advertisements and Evaluations of Applications:
The advertisements should be published on suitable platforms to attract the attention of potential candidates. During the evaluation stage, received applications are screened, and suitable candidates for the position are identified.
Initial Assessment and Pre-Screening:
The next step in the evaluation process is a detailed review of candidates’ resumes and cover letters. In this stage, their experiences, educational backgrounds, skills, and suitability are assessed. After identifying suitable candidates, the pre-screening stage begins. During this stage, candidates are engaged in phone calls or video interviews to assess their skills, job fit, and communication abilities.
Face-to- Face Interviews and Competency-Based Assessment:
Candidates who successfully pass the pre-screening stage are invited for face-to-face interviews. Face-to-face interviews are conducted to assess candidates’ job-related skills, experiences, and alignment with the company culture in more detail. Interviews are often supplemented with competency-based questions, which allow observation of specific skills and behaviors. Candidates may be asked to provide examples from their past work experiences to measure competencies such as problem-solving, communication, and leadership.
Reference Checks and Final Evaluation:
Following the interviews, reference checks are conducted for the shortlisted candidates. References provide valuable information about the candidate’s past job performance, behaviors, and abilities. Reference checks serve as an important tool to verify the accuracy of the information provided by the candidate. In the final evaluation stage, taking into account candidates’ performance, fit, and potential, hiring decisions are made.
1.2. Candidate Selection and Job Offer
After successfully completing the interview process, we move on to the candidate selection and job offer stage. This stage requires careful planning and communication to choose the right candidate and deliver the job offer professionally.
- Evaluation and Decision Process:
Following the interview process, candidates’ performance, competencies, and fit are evaluated. Considering the interview assessments and notes, the most suitable candidates are identified. This evaluation process should adopt an objective and fair approach. Evaluation criteria and weights should be predefined.
2. Reference Checks:
During the candidate selection process, reference checks play a significant role. References provide valuable information about the candidate’s past job performance, character and fit. Reference checks are crucial to verify the accuracy of the candidate’s provided information. Our consultants should get in touch with references to gather more information about the candidate and include it in the evaluation process.
- Preparation of the Job Offer:
The job offer prepared for the selected candidate should have a professional appearance and detailed content. The job offer should include details about the position, the company’s expectations, offered benefits, and terms. The candidate’s salary, fringe benefits, and other payment details should be clearly stated. Additionally, the validity period of the offer and acceptance conditions should be specified.
- Communication and Interview:
During the job offer communication process, it is essential for our consultants to demonstrate a professional communication approach. The job offer should be conveyed through a phone call or in-person meeting with the candidate. In this meeting, the offer details should be explained, questions about the position should be answered, and the candidate’s thoughts should be taken into account. The process of accepting the offer and the subsequent steps should also be clearly explained.
- Acceptance and Rejection Responses:
If the candidate accepts the job offer, our consultants should congratulate the candidate and guide them through the next steps of the onboarding process. If the job offer is declined, the candidate should be provided with respectful feedback and alternative options should be presented. Once the hiring process is concluded, all candidate data should be securely stored in compliance with confidentiality and data protection policies.
1.3. Preparation of the Orientation Program
Setting Objectives: It is essential to determine the purpose and objectives of the orientation program. These objectives aim to enable new employees to quickly learn about the company culture, values, policies, and business processes, and to adapt easily to their roles.
Content and Program Planning: The program may include an overview of the company, presentations from different departments and teams, information about business processes, policies, job-specific training, and available resources. Additionally, interactive activities may be incorporated to allow new employees to meet their colleagues and build networks.
Material Preparation: The necessary materials for the orientation program need to be prepared. These materials may consist of company presentations, business processes, guides, job descriptions, policy and procedure documents, resource lists, and, if needed, training materials. It is important for these materials to be user-friendly, understandable, and visually supportive.
Collaboration and Communication with Stakeholders: To ensure the success of the orientation program, communication with other departments, teams, and collaborating stakeholders is crucial. This involves sharing the content and process of the program, seeking support and participation, and collaborating on speakers and presentations. Additionally, a support team can be established to answer new employees’ questions and provide assistance.
Feedback and Continuous Improvement: Evaluating the effectiveness of the orientation program and making continuous improvements are important. Feedback from new employees should be collected, and the strengths and areas for improvement of the program should be assessed. Based on this feedback, the program should be continuously updated and enhanced.