Oaseo Blog

Recruiting is the basis of any business. It is how new staff, and in turn, a new outlook can be found, as well as symbolizing the growth or decline of a company.

Internet recruiting or online recruitment is a difficult process, as mistakes can cost the company millions of dollars. It is essential, therefore, that the process is clear and precise, resulting in the right person getting the job - especially SEO jobs.

A job description is a very important step that many companies seem to miss altogether. Paul Dunstan, a CEO of Academic and General Staff (a HR, recruitment and staff supply company) writes: “The number of organizations that do not have job descriptions never ceases to amaze me. I can’t imagine how they deal effectively with salary disputes, internal staff work disputes, work allocation, task commitments, performance measurement and disciplinary matters.”1 It is the basis for the job advertisements and should list things like the employer, classification level and detail qualifications, experience and skills and knowledge required for the job.

With the position now definitively defined, an advertisement for the position should be completed based on the job description. The advertisement should conform to any anti-discrimination legislation, as well as suiting whatever medium the company chooses to advertise through. Paul Dunstan explains, “Whatever medium the organization uses to advertise, it must always ensure the job advertisement is succinct, attractive and includes the whole package to guarantee it attracts all potential applicants. Include super entitlements, car allowances and whether salary sacrificing is available”1. A clear contact point should also be established.

Once this step has been completed and applications have been received the short-listing process can begin. This process can be monotonous and tiring: however it must be completed in a through and meticulous way in order to get the best person for the job.

Firstly, a selection panel should be created. It should include a manager with an intimate knowledge of the role and an HR adviser. This selection panel will sort through applications, checking for quality as well as the addressing of all criteria and the checking of referees. Once this process is completed, the number of suitable candidates should be around 4 to 6. All unsuccessful candidates should receive a standardized letter of thanks and informing them their application has been unsuccessful.

Once this step is completed, a panel should be assembled for the interviewing process, usually constituting careful consideration of workplace diversity and skills. It should gender balanced and the suitable management should be present. Standard question should be used in order to create a fair and equal interview process. The interviewee should be tested on the skills needed for the job as well as being questioned about past work experiences. A clear future contact date and method should be indicated at the end of the interview.

The last, and some would say, the most important step is the contacting of the referees and effective background checks. A series of standard questions should be used. If a noncommittal or neutral response is given it should be seen as either a negative against that candidate or as a matter needing further examination.

As can be seen, the process to find suitable employees is long and tiresome. However if it is done rightly, the ideal candidate can and will be found!

Labels: internet recruiting, online recruitment, recruitment