What’s the typical recruitment process for a digital position?

Wednesday 21. 2018

There are a number of different methods of recruitment that are used, some more quirky than others. More often than not, they share a lot of similarities – be it in digital or another field, usually the techniques and processes are alike.

Knowing and understanding the digital recruitment process can help place you at the forefront of the competition. As not only will you be able to uncover what hiring companies are looking for, but you’ll also be familiar with the steps that are undertaken in order to land you your dream digital job.

They say that knowledge is power, and this couldn’t ring more true. It’s a good idea to get an understanding into digital recruiting so that you can be well educated during the search and hiring process.

So, to understand the course of recruitment just that little bit more, we’re giving you an insight into how TMI Resourcing locate the best digital talents around the country. From initial conversations, right through to when a candidate walks in to their new job – this is our recruitment strategy plan.

TMI Resourcing’s digital recruitment process

The recruitment process is intricate and not always easy. We need to be sure that we’re pleasing both sides of the coin and are matching candidates to their best-fit clients. Potential employees need to be a great fit for the business, and in the same breath – potential employers need to be appealing to the individual too. Luckily, our team know just how to find this perfect harmony.

We don’t believe in spamming employers with CVs, or similarly sending individuals numerous job positions that are of no value to them. Instead, we take the time to intricately match up the two and create an opportunity wherein both parties are bound to benefit.

Whether you find us, or we find you, the same level of detail and professionalism is there in every circumstance.

So, how do we go about all this? Here’s a look in to our digital recruitment methods from TMI Resourcing’s director, Bethany.

Step one: Searching for local talent

Although many candidates to come to us – we also put the field work in and look ourselves too. This helps us to locate some of the best talent for the vacancies that we have available and is a method that we truly swear by. Our candidate searches extend across multiple platforms and are typically very successful.

More often than not, our strategies involve leveraging job boards, mobile, social media and word-of-mouth . This is not only the first step of the digital recruitment process, but perhaps the most fundamentally important too – because it helps us to make valuable connections, which are ever important in the world of recruiting.

Depending on the the level of the position, this stage of the recruitment process can take anything from one week to a few months.

Step two: Initial conversations

Throughout our digital recruitment process, conversations are always kept two-way. Meaning it’s just as important for the candidates to ask clients questions, as it is for clients to ask candidates.

The first point of communication for most positions at TMI usually starts with a 10-30 minute phone call, to get a general idea of the experience, knowledge and culture fit of a candidate to the workplace.

Open questions about a candidate and their background are asked and it’s also worth noting that a gauge is taken on the level of confidence when speaking about skills – so it pays to practice some of our tips to calm your pre-interview jitters.

Step three: Screening and training

Depending on the client’s needs, we will source, screen, interview and give necessary training to potential candidates as and when the clients are going through the hiring process. This ensures that the individual gets the best start when arriving for their first day and knows exactly where they are expected to add value. While at the same time making life easier for the client, rather than just putting a bum on a seat.

We find this method really helps our candidates to put their best possible front forward and sets them apart from the competition. Which is radically important when coming up against other interviewees for a desirable position.

Step four: Interviews

If the first communication is positive for both parties, the candidate is then often invited for a face to face interview, either with the client or agency, to further test their suitability.

Depending on the seniority of the role and the size of the company (the candidate may need to meet several different colleagues in a larger organisation), then further interviews may be held.

This could be a further one, two, three or even more than that! In some cases, second or third interviews may include psychometric and aptitude testing to match your applicable skills and disposition to a role. These can be unnerving for some candidates, but it’s great for both parties to ensure the position is suitable – and there is no such thing as losing or failing these kinds of tests!

Depending on the role, you might also experience a ‘set the scene’ type of written or verbal test. These are used often as they test a candidate’s ability to handle real life situations and issues, and not only are they great for the interviewer, but the interviewee too; as this is your chance to really prove your talent.

Most of these interviews will be like any other. They’ll involve questions relating to previous work experience, examples, situational questions and general technical skill questions, for example.

We keep the conversation informal in the first interview in order to set the candidate at ease, and then the more probing questions – the ones that really set you apart as a great potential employee – come later.

Once you’ve (inevitably) bossed your interviews, you may be required to meet further people in the company, or even pop in for a day to get to know the place.

At this stage, it’s about making sure you’re a great fit for this organisation’s workplace culture, but if you’ve opted to follow out your recruitment journey with TMI Resourcing, we’d be confident in this already.

Then what happens next?

So then what comes next?

Well, hopefully, you’d have just landed yourself in the job of your dreams. With industry know-how and a lot of preparation beforehand (which we’ll help you with), there’s no reason why you wouldn’t be the perfect candidate.

And if it doesn’t work out first time, then we’ll be on hand to get you straight back on the horse again.

With a wide range of desirable digital vacancies and clients, opportunities come from far and wide, and we’re likely to have a number of positions to match you up with.

Now that you know the ins and outs of a typical digital recruitment process, you’re one step closer to achieving your goal career. Now, take another step and get in contact with us today.