By Ilce L.
Commonly, recruitment process is done for administrative to technical positions; sometimes the recruiters do not have the knowledge to evaluate their technical abilities, however there are some ways to choose a correct candidate.
In Sieena particularity, this process is very dynamic and challenging for both parts, because somehow the candidate has to let us know that he/she is a good prospect for the vacancy, but we also have the challenge to let the candidate know that Sieena is has a good opportunity for him.
The process begins with the requisition sent by the managers about the new position. Human Capital is then in charge of posting our job openings, where we usually included the tools, technologies and knowledge needed, as well as their technical and administrative abilities that are required to clarify the profile that we are looking for.
The next step is to search databases for the people who have applied and with the correct profile. This is the first filter that we handle. This first filter is based in the comparison between the job description sent by the managers and the resume. This does not mean that the resumes of the other candidates are rejected; on the contrary, those resumes can be considerate for other open opportunities and are at the same time registered on our database.
Once we have chosen the correct information, we begin by asking one of our technical experts to review the candidate’s information; generally our vacancies require good level of English (most of our customers are from the USA) and with great GPA that endorse their skills and knowledge.
All our resumes are confidential and only used by the people in involved in the interview process.
The third step is to send by e-mail a couple of stand interview questions that help us to reassure the information on the resume, and we also ask for their economic expectations (we also usually call our candidates to let them know an email from us is awaiting on their inbox).
Once we have their answers and have found a coherent profile, we invite the candidate to a personal interview at our office. We also send them a personality test attached to an email so they can bring the results with them when we meet in person.
In the personal interview we don’t dig deep into technical topics, we usually like to talk about their plans, future, skills, life style, involving personal and professional questions in general, etc. where the recruiters can resolve if the person is a good candidate. This interview has not limit of questions or time, this does not indicate that the longer interview reflect that the candidate is best than others. Each person is a different case and all of them have a personal contact with Sieena’s administration.
Normally the technical interview is the next step after the personal general interview. This process is continuous, while we post the vacancies; we recollect resumes, make general and technical interviews and evaluate who is the most appropriate person for the vacancy. The general recruiting-hiring process ends in a period between 3 to 4 weeks after the vacancy is posted.
The decision is taken by the recruiter’s, technical experts and managers assigned to the specific position. When we already have the ideal candidate, we then try to close up with some administrative formalities and paperwork and then the candidate gets a call from our Human Capital department with the decision. If the offer is rejected, we take another candidate already interviewed as a second choice (who also fulfills the requirements) and if we do not have any more candidates, the recruitment process starts again.
If the letter offer is accepted, we contact the maintenance department to let them know a new partner is arriving soon so they can start with the physical allocation process. On their very first day at work, the consultant is given a tour of our office and goes through our induction process.
If you have any questions of doubts and would like to apply at Sieena, please feel free to contact us at firstname.lastname@example.org