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Call Center Testing

Recruitment And Selection

by Andrew Kozlov

Recruiting and selecting job candidates requires a keen eye for detail and an intuition for personnel. What's curious about the recruiting process is how the power dynamic shifts along the way. At first, the recruiter is the one with the short end of the stick. She must pound the pavement and advertise the position in order to attract a healthy pool of applicants.

Once enough volunteers apply for the position, the power relationship changes dramatically. The recruiters leverage increases as the selection pressures grow. During the first round of interviews and resume checks, applicants may not feel particularly invested. They are probably off tracking down other job opportunities simultaneously, and thus they still have many doors open to them.

Improving the Recruitment and Selection Process

However, as the selection process narrows, applicants will become more and more emotionally invested in the hiring decision. The recruiters, on the other hand, will find themselves being far more finicky. That said, the power relationship changes again once the recruitment and selection process is over. Once a candidate has been selected, the power relationship between the recruiter and candidate returns to neutral.

When coming up with a recruitment and selection process, it's best to advertise broadly and boldly. Get as many applicants as possible interested in the position. Even if you have to turn away dozens of people, that can actually be good for your business. Not only will you and your company gain a certain amount of prestige, but you will also put pressure on the winning candidates to flourish in your company.

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