Making Path: Recruiting New Interns
A lot has changed since the first weeks of my internship, as we can all expect from working in a startup that is in its launch phase. In the beginning, I stayed focused on creating digital content and visuals, at the same time that I was responsible for developing product design for our subscription box to be launched in a few weeks. However, as the end of my internship approaches, I took my own advice from previous blog posts to voice my concerns and ambitions and stated that I would be eager to help to find new interns for the Fall, taking some experience in HR and talent recruitment.
So, here I am having my first formal recruitment experience. I actually had some experience in talent management and recruiting new employees before, but these experiences were mostly related to finding potential workers and reaching out to them to sell our company culture. This time, I am involved since phase 0 of how recruiting works and am happy to share the steps that I am taking and plan to take in the next weeks prior to my final day.
有迹象表明，我提出了招募新实习生5个步骤：预算，时间表，文化，面试和评估。这不是一个规则，每个公司都有自己的进程，但总体上可能与改编为许多工作角色的工作。就我而言，我找了一个销售实习生。
- 预算编制
Budgeting does not include financials solely, but also allocate human capital into how the process will work. In this phase of planning, I budgeted extra expenditures and opportunity costs for allocating other peers into the selection process, in a way that I can define how many people will be involved and who will be conducting each phase.
- TIMELINE
It isCRUCIAL确定每一个步骤需要多长时间，包括售前，售中和后选择。beplay官网体育预选涉及与及时事项预期列出所有这五个步骤;选择过程中，一些地方如分析简历和分配时间为每个会谈可能需要更长的时间比预期的，所以我们需要相应的计划。最后，雇人并不意味着招聘做：我们需要知道我们有多少时间，以提供新成员，以适应和接受培训。
- CULTURE AND DESCRIPTIONS
This is the longest part, in my opinion. In an interview and job description, we need to make clear who the candidates want to work with, our expectations in terms of schedule, hierarchy, etc. It is not good if the candidate has to dig information or even learn way later on about the company culture, as it can generate shock and lack of further motivation.
这可能是件好事开展员工调查，了解他们每个人如何看待公司文化，使工作内容和与候选人互动是尽可能的准确，以及理解的痛点是急待解决的下面实习生代。
Culture also involves what kinds of knowledge, skills, and abilities we expect to interact with our network, that is, the KSAs. I do not want to over-explain this, so I will leave it for my last blog post, but KSAs help us understand our requirements, preferable skills, and expected behavior from our candidates, which will lead us to have more proficient interviews.
- INTERVIEW
After CVs are analyzed and an initial pool of applicants is selected for interviews, it is time to get to know them face to face (or in 2020, screen-to-screen). In the interview, we need to make tests and questions that help us understand who the candidate is in person. Taking the salesperson as an example, we look for someone with composure and adaptability, good communication skills, empathy, and integrity, as well as an ability to make decisions quickly. But most importantly, a salesperson NEEDS to be empathetic and open to all publics, disregarding gender, orientation, race, ethnicity, and religion.
- ASSESSMENT
Finally, how do we assess who our best candidate is?
What I do and am doing is creating spreadsheets and taking interview notes on each of the previously stated traits. It is important to make sure requirements are fair and our questions were pretty much the same for every candidate, so it is easier to compare visually in a screen every single requirement from each. Now, we ask ourselves: who is the most prepared? Can we hire someone who did not have initial job experience? Is our salary fair? And who are candidates that can provide us with diverse experiences and increase our company’s adaptability?
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这些都是我跟随，我目前用于以下为我公司在选择新实习生的全部步骤。我们仍在进行，但只要结果出现时，我将分享他们一起KSAs和多样性在接下来的一周我最后的博客文章。beplay官网体育
Hope all endeavors blossom and that everyone who is reading this piece understands a little bit more of how important it is to develop a strategy for admitting new personnel.