Popular Recruitment Methods

There is no ideal recruitment method. It depends on a company and a job. However, there are some common recruitment methods.

Formal Data Collection

Studying the applicant's CV, HR-manager collects data about his education, work experience, and other information. It is impossible to make a psychological portrait at this stage. But it is possible to assess the applicant's competence or creativity.

Interview

At this stage, the HR-manager can get a lot of information about the applicant, including his psychological type and personality.

Traditionally, the structure of the interview consists of several stages:

• Introduction.
• The HR-manager briefly tells about the company paying more attention to the job and working conditions.
• Questions and answers.
• Finally, the interviewer should thank the applicant and tell about next steps.

Interview formats:

• Unstructured interview. It is a dialogue. Usually, this approach is used if a creative worker is wanted.
• Structured interview. It is conducted in accordance with a plan. The applicant answers questions in a certain order. This format allows you to compare the answers of different applicants.
• Situational interview. It is similar to the psychological test, and is used if top-manager is wanted.
• Group interview. Several interviewers (the HR-manager, the head of department, CEO, and the previous employee) talk to the applicant. Group interview is used in cases if a particular specialist is wanted.

Testing

The test may include not only the questions answering on which you must choose one of the variants. But the HR-manager should make the reasonable test. Do not ask the applicant to code the program or to design sketches for advertising banners. Few applicants would agree to spend a lot of time without a guarantee of future employment.