Are you ready to dive into the world of recruiting and get a glimpse at what we do? Great! Part one of this two-part miniseries is available here; read on for part two!
Let’s use a fictional example, just to keep everything as clear as possible.
In our hypothetical scenario, MBS has a contract with fictional company A2Z and A2Z has an opening for a graphic designer. First, we make sure the job opening is posted on a variety of Internet job boards, such as eBay Classifieds and CraigsList. Then we look at both our internal database (people that have applied before) and external databases such as LinkedIn. Yes, recruiters really do use LinkedIn – it’s not just hype. So now we have a minimum of 3 sources of people – applications to our job postings, people in our database, and people we find on LinkedIn (or other online sources).
Once we have a list of people, we contact everyone on the list. Sometimes we do this via email, sometimes over the phone – it just depends. Yes, I know that’s clear as mud. But honestly, it really does depend on a lot of different factors and it changes with every position, every company, every person.
To recap, we have an open graphic design job from A2Z. It’s been posted and we’ve searched a variety of databases for possible candidates. The possible candidates have all been contacted and have either said “yes, I’m interested” or “no thank you.” Now what?
Interviews! Phone interviews are becoming more common, but don’t rule out the possibility of an in-person interview. In many cases, you’ll have a phone interview first, followed by an in-person (also known as face-to-face) interview.
After all of the interviews are completed, all candidates are evaluated on standard criteria and we decide which candidates to submit to A2Z. To keep going with our example, we decide to submit Jane Rogers, Harry Jones, and Taylor Smith to A2Z. This is our way of saying to A2Z that we feel Jane, Harry, and Taylor are the best candidates and one of the three should be hired.
A2Z reviews the three candidates we’ve submitted and decides which, if any, of our choices they would like to interview. We do not decide for A2Z. We can only offer our assessment of each candidate, based on their interviews and applications. After A2Z interviews candidates, they may or may not make an offer to a candidate. If they do, great – someone got a job! If they don’t, we start over in our search.
Hopefully I’ve given you a better idea of what recruiters do, and maybe generated a few questions as well! What else do you want to know? Leave us a comment or send an email to firstname.lastname@example.org. We’ll definitely get back to you and you could be featured in an upcoming post!