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Sometimes evidently good employees are hard to seek out within the US and Western Europe. This is usually the case, especially when the market is saturated with vacancies.
However, there are countries where the dynamic is different. You probably know India or the Philippines, but there may be also Eastern Europe, where there are typically more good candidates than jobs.
This market is stuffed with people who find themselves wanting to learn and work inside a competitive budget, people who find themselves interested and willing to do their best.
My video editing company employs over 100 people in Eastern Europe and we’re greater than blissful. So how can we recruit on this market? I would love to share with you our approach that is especially effective for recruiting line staff.
Step 1: Invest time in preparation
First, we’d like to find out what personality type we would like to rent for a selected position.
According to the Competence loyalty frameworkEach worker may be placed on a scale and classified into considered one of 4 categories:
- High competence and high loyalty
- Low competence and loyalty
- High competence and low loyalty
- High loyalty and competence
It is very important for us to seek out and develop highly loyal employees, even in the event that they are a bit of less competent. Everything we do during this recruitment process is geared towards finding potential.
Our system is designed to assist people improve and grow over time. It is very important to notice that this technique only works if you could have a powerful department manager who can guide his employees.
After deciding on the specified characteristics, we describe the candidate, outline their tasks and write a pretty job description. We publish this on each paid and free channels after which move on to the following steps.
Related topics: What to expect in an interview in today’s job market
Step 2: Collect the best variety of applications
We have specific expectations for every hiring situation. For example, we all know that out of 70 applicants, just one video editor will probably be considered. When hiring a manager, we often have to think about 100 candidates. This helps us estimate what number of applications we’d like to gather.
These proportions have proven to be consistent with only minor fluctuations, allowing us to plan for scaling our team. We’ve learned that hiring the number of individuals we’d like from fewer applications simply won’t get us the outcomes we would like.
As soon as we have now reached the goal variety of applications, we’re able to move forward.
Related: How long should a canopy letter be in 2023?
Step 3: Conduct two interviews
Since we often receive a really large variety of applications, conducting over 100 interviews would take weeks.
That’s why we have introduced a more efficient approach – group interviews. We often invite 10-15 candidates to those sessions. We assess the candidates’ experience, how well they fit our position and company values, and observe how they perform in a competitive environment.
This method also saves us a variety of time when introducing the corporate. Instead of doing it 10-15 times, we do it once for the group.
After the group sessions, our HR manager discusses the candidates with the top of the relevant department. Together they discover the individuals who impressed them essentially the most and arrange individual interviews.
These follow a more traditional approach: we speak about a candidate’s ambitions, discuss how our company can support their skilled development, and ask detailed questions on their previous work experience.
Step 4: Issue test tasks
The next step in our hiring funnel is a real-world test task for the candidates who’ve made it this far. We give them just a few days to finish it, ensuring the duty reflects the actual work they’d do with us.
Over the last 12 months, we have now had to revamp all of our test items to make them AI-proof. As AI helps candidates, it has change into tougher to evaluate their true skill level.
Once tasks are submitted, I review each task for client-facing positions. For technical roles, the top of our video editing department takes over.
We provide detailed feedback to each candidate, no matter whether or not they are a great fit or not. We highlight what stood out, areas for improvement and offer suggestions for the job search. This way we be certain that everyone who invests their time gets something precious in return and likewise leaves the door open for future hires.
Related: 5 personality traits hiring managers should search for in candidates
Step 5: Internship
After this screening, we invite the most effective candidates to a paid two-week internship, which is an actual skills-building opportunity. This experience allows them to learn more about our work environment and display their skills.
During this time, the most effective candidates work on real tasks under the supervision of a manager and thus apply their knowledge in practice.
This advantages everyone involved. Candidates get an actual insight into working with us and we will see how they perform in practice.
It’s not nearly hard skills. We assign them a mentor who guides them and observes how well the candidates can listen, accept feedback and adapt – in other words, whether or not they fit into our corporate culture.
If they do, it’s a transparent indication that they’ve the potential to grow and succeed on our team, and additionally it is a transparent sign to us.
Ultimately, we persist with the candidates who can do it best. So we went from 100 candidates to 2.
In the world of recruitment, each parties have to take a position a variety of effort. It’s not nearly time, but additionally emotional investment. However, the energy we gain from a successful hire is multiplied repeatedly over. Once we have now established our process and adapted our approach, there isn’t a turning back.
If we skip a step in our hiring process, we lose excess of we save. However, if we do all the pieces, the hassle will probably be value it in the long run and we’ll get a implausible return on our investment.
