In the third and final part we cover steps 6, 7 and 8.

Step 6. Interview and Select the Candidates

Six, interview and select the candidates.

You’ve met the candidates, you’ve completed the interviews, now to take stock and select the successful applicant.

The hiring manager (and where applicable, the line-manager) make the selections. Depending on your organisation, such as a country manager reporting to head office, sometimes a more senior person might have to approve the outcome.

Step 7. On-Boarding, Probation & OJT

Contrary to what some sales people might think, a sales is not complete until they receive the payment.

Similarly, hiring is not over until your new employee clears probation. That’s the seventh step.

The hiring manager and line-manager handle the following stages of the hiring process:

• On-boarding
• On-the-job training
• Probation

Step 8. Confirmation

If the new employee successfully completes the probation, the line-manager recommends confirmation and the hiring manager/business owner approves.

This in a nutshell is a typical 8-Step Hiring Process.

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Copyright @ Eric Alagan, 2019

Continuing from last week, here are steps 3, 4 and 5.

Step 3. Short List the Candidates

The third step is to shortlist the recruited candidates.

If you use an employment agency, they’ll handle the first round of short-listing.

But if you’re recruiting, then you need to shortlist the pool of candidates for the interviews. If you’re the business owner or office manager, you might be the one handling this human resource function.

Better still, there is a simple short-listing template coming up in a blog post. An admin-assistant can handle the short-listing.

Step 4. Maximise the Interview Event

Fourth comes the interviews, something you’ve been building up to.

In a short time, within an hour or less, you need to spot and select the right person. You can well imagine, the more preparations you’ve made, the higher the chances of finding a good fit.

The person you want and for that person to want to work with you. It works both ways.

Have two people carry out the interview—the hiring manager and the line-manager. If there is no line-manager, then have a second person (perhaps the office assistant) make the pair. A second opinion helps moderate the selection.

Step 5. Contact the Candidates

Fifth step, contact the candidates. Why is contacting the candidate a step by itself?

Because the interview starts when you make that first contact—not when the candidate first walks into your office.

There is a method to making first contact—something that most hiring managers ignore. More of this in later blog posts.

In the next post, we conclude this 3-part series with steps 6, 7 and 8.

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Copyright @ Eric Alagan, 2019