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    Design your Aquaculture Company’s Recruitment & Selection Process – Part II

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    In a previous post, we discussed the initial steps to properly designing your Aquaculture Company’s Recruitment and Selection process. These are extremely fundamental and foundational to a successful process, however, there are more things you need to consider when designing a process that suits your needs. So, you established what your hiring needs are, which sources you will be getting your candidates from, and which elements are you willing to have some flexibility on. What else? First, make sure you have a proper job description. Only then you can move on in this entry.

    Resume Assessment

    You got people to apply to your job openings and you should be getting dozens of applicants. This is where challenges begin. Sometimes you will get unqualified candidates or candidates that are not 100% honest on their resumes. This is when a resume parsing tool comes in handy, but not every ATS has one. The first thing you need your recruitment team to understand is the key requirements for the job opening. If your job description followed our tips, you will have this information there. The next step to assessing the resumes is evaluating the candidate’s professional and educational background. Third, you will need to go further and analyze if the duties, tasks, and skills match those required for the position. Lastly, you will need to contact the candidate to clarify anything from their resume that may have caught your attention.

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    Something important here is: sometimes people will have professional experience that is not related to their educational background. But, as long as their experience is relevant to your search and matches your criteria, you can have a certain flexibility in some of these aspects.

    Interview Process for Recruitment and Selection in Aquaculture

    You were able to narrow down your candidates to a list of the fittest. Now, you must assess and decide if they are certainly the right fit for your position. You can conduct your interview process face-to-face or online. In the aquaculture industry, there are different ways in which an interview can be conducted (examples 1 and 2). Having these in mind, and understanding the possibility of other types of interviews you must then prepare a plan for your interviews. Create a fair judging system under which each candidate will be compared to the criteria.

    During the interview process, you must always assess and analyze your candidates based on their knowledge, skills, and abilities. These, of course, need to be those that go in line with your job description and your company’s goals, mission, and vision.

    Extend your Offer

    The interview process with each of your fittest candidates can go for around three sets of interviews. Then, you perform a background check and make sure you can ensure everything in the process has gone smoothly. Your job offer must have several key elements that we will discuss in a future post. If your prospect does not accept the offer at this stage, make sure to reach back and understand what might have happened.

    Remember being a recruiter you are also in sales. So, make sure you are doing your best to promote and advertise your company’s culture and principles. If your offer is signed, start your onboarding process as soon as possible.

    Final Comments About Recruitment and Selection in Aquaculture

    Remember, most skills can be taught. You may have a candidate that ticks all the boxes for cultural fit, mission, and vision, but not all technical skills. Reach out to the hiring manager and evaluate the candidate along with them. They will most likely tell you if some of these boxes the candidate doesn’t tick can be learned within the first months in the role. Now, if you want to make sure your candidate checks all the boxes in every aspect, you can contact us today! Hiring AquacultureTalent’s Recruitment and Selection Services will save you time and money!

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