My first job I ever had was working as a Customer Service Representative for Domino’s Pizza. Reflecting on how I got that job was rather informal. It was thru word of mouth that I found out my local store was looking to add a new addition for their team. Once I voiced my interest, I was given a hard copy application, which I turned in and had a interview with the general manager in the same day. I was basically told I had the job on spot, but needed to complete some assessments and paperwork to finalize my employment. Domino’s primary hiring process is not as intensive. Searching for current openings at Domino’s looks like they have transitioned to online applications (Careers, n.d). Domino’s is a popular brand therefore they don’t have to put as much marketing or searching for potential candidates. The majority of job seekers have a relatively easy process of just going online and applying via the company website. However, this does present a challenge that prospective applicants may not have access to internet or consider they are risible option.
A rather more extensive hiring process is Google’s months long endeavor. Google has a careers website which I think is pretty typically in this time. I can’t think of any employment that hires primarily with paper documentation. However, going onto the website Google’s page is more about the individual. It highlights lots of company beliefs, and mottos. Encouraging job seekers to reflect on motivations behind applying. Throughout Google’s hiring process, depending on the role, applicants could be required to take pre-employment assessments, short virtual chats, short project works, and in-depth interviews (Google Careers, XXXXXXXXXXAlso, at any time throughout the process, a hiring manager can stop the process, regardless of other managers disagreement. Ultimately, no one can single-handedly extend an offer (Umoh, XXXXXXXXXXGoogle is a big company so it is understandable that multiple personnel would be involved in decision-making. Especially if hiring for a high-level position. However this can slow the hiring process as it takes time to schedule out interviews and accommodate for various schedules (Umoh, 2018).
Wellpath is hiring a Business & HR Manager. This job was posted on LinkedIn and included a $5,000 sign on bonus. Lots of companies resort to LinkedIn recruiting as it’s more inclined for selective professional roles. Additional common techniques are sourcing applicants. This typically happens early on in the process by a recruiter. The sourcer is able to search for potential candidates via social media platforms like LinkedIn and reach out to users that may be a good match for current openings (DeWitt, XXXXXXXXXXSourcing is a good way to express interest to top talent and target special skills. However, the downside to this option, is typically the applicants are passive so they may not be as motivated to leave their current role or position.
Careers, D. (n.d.). Domino’s Pizza Maker - Hoquiam/Aberdeen, WA in Hoquiam, Washington. Domino’s Careers. Retrieved fromhttps://jobs.dominos.com/us/jobs/a XXXXXXXXXXbf4b-4365-9be8-874d0af8c5b2/domino-s-pizza-maker-hoquiam-aberdeen-wa/?lat= XXXXXXXXXX&lng= XXXXXXXXXXLinks to an external site.
DeWitt, K. (2017, December 22). Sourcing vs. recruiting | What’s the difference between the two?Top EchelonRetrieved fromhttps://www.topechelon.com/blog/difference-between-sourcing-vs-recruiting/Links to an external site.
Google Careers XXXXXXXXXXHow we hire - Google Careers.Google.com.Retrieved from
https://careers.google.com/how-we-hire/Links to an external site.
Umoh, R XXXXXXXXXXTop Google recruiter: Google uses this “shocking” strategy to hire the best employees.CNBC.Retrieved fromhttps://www.cnbc.com/2018/01/10/google-uses-this-shocking-strategy-to-hire-the-best-employees.html