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The Hiring Process

Updated on June 14, 2015

by Amber Maccione

Working is an important part of any society. Work is required for individuals to obtain money so that they can live. On the other side of working, is society as a whole. In order for society to work, businesses need to be in place to provide all the needs within the society. Businesses run because of the people they hire to provide services and products to those within the society. Therefore, the success of a business depends on the people who are hired and the person doing the hiring. The manager in charge of hiring needs to understand how to advertise, know what to include in the advertisement, have a complete grasp of the job needing to be filled and the company’s goal for that position, and be able to evaluate applicants to ensure diversity and competency.

Advertising for Job Opening

First Step

The first step in the hiring process is recruitment, which would require the hiring manager to understand how and where to market for the positions. For example, if the project or hiring manager at a mental health agency needed to hire two staff therapists, the manager would need to know where to strategically place those advertisements. In the days before the Internet was so functional, newspapers were where most job advertisements were placed. Most people today use the Internet or employment agencies. Job search engines, such as CareerBuilder, or an employment agency would be perfect places to place such an advertisement. CareerBuilder allows for the company to put a description of the company, the job description, the job requirements, pay, type of education needed, and contact information. The company can also have CareerBuilder send the applicate to the company’s direct website to fill out an application and submit a resume. With the employment agency, the company would give the agency everything that they desire in an applicant. The agency would them place an advertisement for them and sort through the applicants to get specifically what the company wants. Those the agency selects, will go through the next step of interviewing with the company seeking applicants. Lastly, the company could also advertise on their company website through the HR department. Most companies have a career page on their company website that allows applicants to search jobs and apply, filling out an application and submitting a resume and cover letter.

Writing a Job Description

Knowledge Known for Recruitment

To provide an advertisement that is top quality, it is imperative for the project or hiring manager to know what the company’s goal is for the select position and also what the requirements along with the description of the position is. Understanding the mission statement and the vision in which the company is wanting to strive to will help the project manager not only create an advertisement that describes the company adequately, but also helps the manager understand what type of person and what skills the person will need to do the job. Knowledge about the project or position will allow the manager to write up the job description, what the applicant will need to accomplish daily, weekly, or monthly in the position and also allow the manager to list the mandatory requirements such as education, certification, and years of experience. For an applicant that is applying to the above example of being a staff therapist, mandatory requirements would be a master’s degree in psychology, social work, or counseling. He or she would need to be certified and have one or more years of experience with the select target group. Lastly, it would be important for the hiring manager to understand the licensing laws within the state and ensure that the applicant is properly licensed or what steps would need to be taken for the applicant to become licensed in that state.


Criteria for Evaluation

The job requirements are the things by which the manager would measure the applicants. When reviewing resumes, the manager would want to ensure that each person selected for an interview would meet the mandatory job requirements. If using an employment agency, the employment agency would do this for the manager. After determining the applicants whom meet the mandatory requirements, applicants would be asked to come in at a select time to interview. Most managers have a set of questions they ask to determine diversity and competence of individuals. Managers want to know how flexible the applicant is with change and possibly sudden change or quick thinking if the applicant will be working with patients that can have erratic or violent tendencies. Another quality that the questions may evaluate is ethical behavior. Lastly, the questions will determine the applicant’s knowledge of the target patient and working in a clinical atmosphere along with what experience that the applicant can bring to the position. The two applicants that best answer and demonstrate their ability to do these things will get the job.


According to John McManus in Leadership: Project and human capital management, there seven key qualities that effective mentors have, which would be imperative to an individual to have when applying for a clinical therapist position. These qualities are: a desire to help, having positive experiences, having a good reputation for helping others develop themselves, having the time and energy to give to the patients, knowledge, receptive attitude to learning, and be able to demonstrate skills to mentor (McManus, 2006, p. 39-40). When a manager understands these for him or herself, he can also be able to hire someone who also demonstrates these. With the first step of creating an advertisement with company and job description to the job requirements, the manager can filter out most of the applicants that would not be a good fit because he or she understands these seven qualities. The manager can also effectively interview and narrow down the applicants to the select two because he or she understands these seven qualities. The hiring process will be a success only if the manager understands the mission and vision of the company along with the qualities of the person to help the company fulfil their mission and reach their vision.


McManus, J. (2006). Leadership: Project and human capital management. Burlington, MA: Elsevier.

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© 2015 Amber


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