At this point, the HR specialist evaluates the candidates' CVs and selects those suitable for further communication. As a rule, at this stage, a potential applicant is already identified. The specialist sorts the CVs, rejects irrelevant ones and makes a preliminary list of the most suitable candidates for the position and those who have shown activity and contacted on their own.
Evaluation of candidates' resumes
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Active applicants are usually more motivated and more loyal than those who are among the leaders in the general list. It is important to respond to all candidates from this list. At this stage of the recruitment funnel, an automatic resume check can be used. However, this method is unreliable, since the program often rejects suitable candidates who could have made it to the top contenders for the position. For this reason, it is better to select applicants manually.
Step 6: Interview
The "Interview" stage is a estonia email list direct interaction with the candidate. Usually there are several such meetings: with the recruiter, the head of the department and, if necessary, with the CEO or company representatives. Modern advanced companies, for example, in the IT sector, try to conduct all interviews with the candidate within one day. Many prefer a remote format. This allows saving time for both parties, and also creates a pleasant impression even in case of refusal.
The main difficulty of this stage is an objective assessment. This problem can only be solved through a clear selection system: establishing common criteria, taking into account possible disagreements within the team and determining the person responsible for making the final decision in controversial situations. It is also important to control the number of interviews for each applicant, use assessment sheets and monitor the ratio between the number of applications and interviews conducted.
Step 7: Job offer/hiring
The stage of closing the recruitment funnel and closing the vacancy involves making a final decision by the recruiter, hiring manager and other stakeholders. Here, the candidate's terms of entry into the position, salary and vacation issues are discussed. A valuable candidate can be offered to postpone the start date if he still has unworked days at his previous place of work, or offered a salary increase to attract him, resolve the vacation issue if it was already planned at the previous job.
It is important to react quickly and not to miss a candidate. For this purpose, ready-made offer scripts, automation of the communication process and active participation of the recruiter are useful. However, it is also necessary to have other candidates in reserve in case the selected candidate refuses. At the offer stage, it is important to track the number of accepted offers and the decision-making period on the part of the applicant.