In general, the recruiting process for senior personnel also includes the same steps as the normal recruitment process. However, the person who directly interviews the candidate will be the one that has a higher expertise and position. The human resources (HR) department needs to ensure the confidentiality of candidate information and the recruitment process.
To help businesses recruit senior positions, Navigos Search shares information on the best 7-step recruitment process in the following article.
1. Define your high-level recruitment needs
In order for the recruitment process to be successful, the businesses must first clearly define the recruitment needs. Specifically, they must determine which positions needed to recruit senior personnel, what job requirements are and how long the recruitment will take.
All recruitment needs for senior personnel will be aggregated and submitted to the Board of Directors for approval. Normally, information related to the recruitment of senior personnel will be kept confidential. Only senior leaders and managers of the human resources department had the right to know, other management levels can know with the permission of the director only.
Businesses need to clearly define the goal of recruiting senior personnel
2. Plan for high-level recruitment
After the recruitment needs have been approved, the HR department will start planning the recruitment. The recruitment plan for senior personnel should ensure the following elements:
- Attractiveness: The content of the job posting must be attractive to candidates and the recruitment channel needs to match the candidate's behavior and level.
- Transparency: Clearly define the method of sending candidate CVs to relevant people and the organization of interviews.
- Confidentiality: Recipients are responsible for keeping and keeping all records received confidentially.
3. Prepare and post high-level recruitment notices
The goal of the
recruitment process is for finding personnel for senior positions, so the recruitment content must clearly describe the job description and requirements, emphasize the candidate's interests, as well as include the contact information.
With the development of technology, businesses have many ways to post job advertisements such as: posting vacancies on the company's website, official fanpage, online recruitment sites or groups, and career forums. The most important thing is that businesses need to choose the right way to post, to ensure that the information can be delivered to a large number of candidates with optimized costs.
With the need to recruit quality personnel, it will be more difficult for business to find candidates only via website, official fanpage, and in a group or career forum. These methods are extremely time consuming and costly. Fortunately, headhunters are the perfect choice for businesses since they can provide effective high-level human resources in the fastest time.
Currently,
Navigos Search is the leading, most prestigious and effective headhunter unit in Vietnam's recruitment market, especially for senior personnel. The strength of Navigos Search is that it belongs to Navigos Group, which owns the VietnamWorks recruitment website that is being visited by the most people and the most candidates. From the huge amount of candidate data, it is not surprising that Navigos Search always provides high-quality high-quality candidates for employers when needed.
In addition, Navigos Search also has a headhunter team with extensive "network" and specialized groups in each industry. Each segment such as information technology, apparel, manufacturing, banking,... is divided into each management group.
To promote the brand as well as increase the trust of customers, Navigos Search also regularly organizes seminars on human resources, bringing a lot of useful and necessary information. Up to now, there is no headhunt unit for mid- and high-level positions in the Vietnamese market that can "beat" Navigos Search.
As a leading provider of headhunting consulting services, Navigos Search has a particularly good relationship in Vietnam. Navigos Search headhunter recruitment agency offices in
Hanoi and
Ho Chi Minh City, where professional consultants are ready to speak your language and understand your needs.
Need to choose the right method to post a job advertisement
4. Conduct candidate profile screening
The next step in the senior recruitment process is screening candidate profiles. Once the job vacancies have been posted, the HR department will receive and screen candidate profiles based on certain criteria set forth to find the most suitable candidates to participate in the direct interview round. The screening activity must ensure fairness and transparency.
5. Conduct face-to-face interviews with candidates
Once the suitable profiles are selected, the HR department will schedule interviews, send invitations to the candidates, and conduct face-to-face interviews to select the most suitable candidates. Typically, the interview consists of two phases.
- First stage: Preliminary interview and multiple choice test to screen candidates again.
- The second stage: Selection interview, the employer will ask questions to further assess the candidate's qualifications and suitability for the job. At the same time, provide more information about the candidate's working regime and benefits. At this stage, the interview process will have the direct participation of people with expertise and high positions in the business.
At the end of the interview, the employer will notice when to notify the interview results to the candidates. Hence, candidates won’t worry much while waiting for the results and also present the professionalism of the employer.
6. Conduct a probationary period
Successful candidates who pass the interview will conduct a probationary period. During this time, the candidate needs to prove to the employer that he can fully take on the role of a senior employee. Also the recruiter will follow closely to make the final decision about that candidate.
Candidates who pass the interview will conduct a probationary period
7. Decide to recruit senior personnel
After the probationary period, both the employer and the candidate will make their official decision. Does the business decide to recruit candidates or not? And does the candidate agree to take the job or not? The recruitment process is successful when both the enterprise and the candidate sign a labor contract, then the candidate will officially become an employee of the company.
The process of recruiting senior personnel is very complicated and takes a lot of time, effort and cost, so it requires the human resources department to prepare carefully. If you know how to flexibly apply 7 steps in this way of recruiting senior personnel, Navigos Search believes that businesses will be able to recruit the most talented senior personnel.
Right now, whether you are looking for a job or want to be notified about positions that match your skills and ambitions, quickly send your CV to Navigos Search to be contacted immediately if there are any suitable vacancies. Especially, if your business is looking for human resources, please contact Navigos Search with the information below:
Contact information for the Northern team: Here
Contact information for the Southern team: Here
- HCM Headquarters: 20th Floor, e.town Central Building, 11 Doan Van Bo, Ward 13, District 4
- Hanoi Headquarters: V. Building - 125 Ba Trieu street, Hai Ba Trung District
- Hotline: 1800 585 826
- Email: contact@navigossearch.com
- Website: navigossearch.com
- Fanpage: facebook.com/NavigosSearchVietnam
Navigos Search - Vietnam's leading
middle and high-level talent hunting company