When a person is ready to enter the job market, the hiring process may seem like an extremely large mountain to climb. Although every industry and economic sector will have different demands out of their potential workers, when a business has its own human resources department, the hiring process can be somewhat uniform across different companies. Knowing how the hiring process works can help a job seeker better understand where the employer is coming from and prepare the job seeker for what they should offer during the hiring process to enhance their chances of being hired with that company.
A Team Considers Who Stays and Goes
The human resources department of medium to large companies may have several recruiters who sift through job applications just to see if the resumes and cover letters meet the minimum requirements for the job. Although it will vary on the type of business and the exact goals of the human resource departments, the recruiters will throw out resumes and cover letters that may have grammatical and spelling errors, no mention of the job position or its responsibilities (and how the job seeker has experience to meet those responsibilities), or, based on the resume, the job seeker does not have the education or experience to meet the needs of the job position. Some companies have begun using software that screens through the cover letter and resume; if there are no keywords in the cover letter or resume that are programmed in the screening software, then the cover letter and resume are thrown out.
Narrowing the Field
From there, the human resources managers, alongside the departmental manager where the job position will be under, analyze the resumes that are still around to narrow the field. For the most part, a competitive company may lower the pool to around 20 applicants. To do this, the manager team will dive into the education and work experience of the candidate and see if the skills would make sense at the company and for the job position. It’s here where many managers may call references, recommendation sources, and even the applicant themselves for more details.
Possible Phone Interview
To save time and money, the human resources manager or worker may call an applicant for a short phone interview. This will resemble a normal interview and it helps the human resources manager or worker see if the job applicant understands the job position they are applying for. Hearing a lack of enthusiasm, answers that do not line up with the resume or cover letter, or if the applicant does not seem to understand the responsibilities of the job can help the human resources manager or worker no longer consider this applicant for the job.
The Face-to-Face Interview
If a job applicant reaches this point, than there is high potential the human resources staff and the head of the department is considering the applicant for a job. However, the person still has huge competition with other applicants, sometimes up to a half a dozen to a dozen other applicants, which is why the face-to-face interview can be a defining event for the job applicant. The interviewers are trying to see if the applicant is engaged with the company, such as offering questions about the company, and how they would solve common workplace problems. The answers and general attitude from the applicant is brought up during a discussion with the human resources manager and the department head. From this point, a decision can be made if the job applicant will be accepted for the job. Often times, the preferred candidate may not be a US resident, in the case of a situation like this, the employer and future employee can work out a circumstance that allows the employee to file for a green card.