Guide to selection process by top executive search firms in Beijing

A thorough selection procedure is necessary for discovering talent and managing performance.

What is a selection process?

The purpose of an organization's recruiting and selection process is to locate and hire the best applicants for job openings. A funnel structure is used in this technique. Consider the situation: you're looking for a new hiring for a position, and your present employee has opted to explore another opportunity. You'll need to find someone to take your place. Your job posting receives 50 applications. You choose five of them to interview, and one of them is offered the position.

Different stages of selection process 

Application 

The quantity and quality of candidates is also influenced by the job advertisement. The way you write a job post, in terms of how informative, engaging, and inclusive it is, has a direct influence on who you attract. Gender-neutral language should be included in all job advertisements, and you should examine if higher education is a requirement for candidates.

Screening 

Resume or CV screening is the most well-known strategy for top executive search firms in Beijing. Candidates' resumes are screened to see if they satisfy the job's requirements. If you demand 5+ years of work experience and a college graduate applies, you may quickly eliminate this candidate.

Interview 

The job interview is the third phase in the applicant selection process funnel, and it is the most well-known and visible of them all. A job interview is when an applicant is interviewed by their direct manager or a recruiter (or both) to see if they are a good fit for the position.

The interview gives insight about a person's friendliness and ability to communicate verbally. It also gives top executive search firms in Hong kong the chance to ask the candidate questions about the job and pitch the position to them.

Assessment 

A General Mental Ability (GMA) exam (often known as an IQ test) and a Five-Factor Model of Personality test are two common evaluations. Higher IQ is associated with faster learning and higher peak performance. This suggests that candidates with a high IQ have a shorter Time to Optimum Productivity and are more likely to perform well. While these tests can be used as part of your pre-selection process, many companies choose to use them later in the employment process.

References 

Reference checks allow you to double-check what a candidate has told you and your opinions of them. Inquire about the candidate's references and follow up with them. If you have any reservations about a competency or talent during the interview, the reference check is a great opportunity to get further information from a different viewpoint.

A top executive search firms in Shanghai and selection procedure aids in the development of a competitive edge for the company.