Below there is detailed information aimed at Hiring Managers recruiting for international teams.

 

RECRUITMENT REQUIREMENT PROCESS

After checking the budget / position, the Controlling Team gives the green light to start recruitment. This applies to all recruitment processes, no matter whether the position is new or the need for new employee is the result of an employee leaving or going on maternity leave.

  1. The Hiring Manager requests the recruitment need with "OK" of Department Director via e-mail: recuitment@payback.net (template).
  2. HR opens the process in the Neula system.
  3. Controlling Department checks budget / position availability.
  4. Decision is sent through the Neula system to HR Business Partner, Local Manager and the Hiring Manager.
  5. HR sets up a briefing meeting with Hiring Manager, where we confirm the profile of searched candidates, the stages and participants in the process. We also agree on the details of the case for the candidate.
  6. The recruitment process is started.

 

LAUCH OF THE PROCESS - Your TO DO list AS HIRING MANAGER

  1. Prepare a job description according to the attached template and send it to your HR Business Partner (template).
  2. With the job description, send the recruitment questions to candidates you would like to include in the recruitment form (template).
  3. Take part in the briefing meeting with an HR Business Partner.
  4. Familiarize yourself with the scheme of the recruitment process.

 

 THE RECRUITMENT PROCESS

  1. The applications of all candidates are uploaded into the recruitment system e-recruiter. Access to the system is given to the Hiring Manager when the process starts.
  2. An HR representative reviews CVs and then sends selected candidates to the Hiring Manager.
  3. The Hiring Manager assesses candidates in the e-recuiter system.
  4. HR representative sets the first interview (Option 1) or sends Code challange (Option 2).
  5. (Option 1) The Hiring Manager conducts first interview and then selects candidates for second meeting with Technical Expert.*
  6. (Option 2) The candidate, within 7 days of receiving the Code Challange, sends a answers. The code challenge is checked by the Technical Experts, and then the selected candidates are invited for an interview with them.*
  7. The final stage is an interview with the Hiring Manager and an HR representative.*
  8.  The selected candidate receives a job offer by phone and then by e-mail.
  9. After approval of employment conditions, a contract and employee documents are prepared.

* The Hiring Manager and Technical Expertsput feedback into the online systemafter each meeting. HR is responsible for sending feedback to candidates at each stage of the process.

 

Please remember, then the recruitment process doesn't end after an offer is made. Familiarize yourself with the Onboarding process.

 

7 golden rules of recruitment

  1. Recruitment process starts when there´s an approved recruiting request.
  2. Systematically review CVs through the e-recuiter system.
  3. Avoid changes in the interview date.
  4. Please always be on time for the interview.
  5. Please remember about partnership approach – save time for questions from the candidate. Keep time.
  6. Provide systematic feedback to HR, no later than 2 days after the interview. (Ideally enter it into the e-recuiter system).
  7. Please do not make any promises about salary. The job offer and its detailed conditions are communicated by HR.