two women interviewing man

Rekrutierungs-Checkliste für Kundenberater

Die richtige Person für die Rolle eines Kundenberaters zu finden kann zeitaufwendig sein. Mit einer Rekrutierungs-Checkliste sind Sie bereit, den besten Kandidaten für den Job zu finden. Wir haben eine Checkliste erstellt, der Sie folgen und die Sie an Ihre Bedürfnisse anpassen können.

Die Wichtigkeit einer Rekrutierungs-Checkliste für Kundenberater

Der Job eines Kundenberaters ist für den Erfolg eines Unternehmens äußerst wichtig. Jemand in dieser Rolle bietet Kunden nicht nur Support an, er vertritt auch das Unternehmen gegenüber der Kundenbasis.

Kundenberater sind für verschiedene Bereiche verantwortlich, von der Bearbeitung von Kundenanfragen zu der Lösung von Beschwerden. Sie müssen exzellente Kommunikationsfähigkeiten haben und gut im Team arbeiten können.

Der Einstellungsprozess kann lange und schwierig sein, jedoch lohnt sich das, wenn Sie dadurch den perfekten Kandidaten finden können. Befolgen Sie eine Reihe von Schritten, um sicherzustellen, dass Sie bei Ihrer Entscheidung keine Faktoren vergessen.

Wer profitiert von einer Rekrutierungs-Checkliste für Kundenberater?

  • Unternehmer

Eine Rekrutierungs-Checkliste ist eine Reihe von Richtlinien, die Sie befolgen können, wenn Sie jemand für diese Rolle einstellen. Sie hilft Unternehmern dabei, die qualifizierteste Person zu finden.

  • Personalabteilung

Die Mitarbeiter in der Personalabteilung sind meist für das Einstellen von neuen Mitarbeitern im Kundenservice verantwortlich. Sie müssen eine gute Checkliste haben, um sicherzustellen, dass sie alle Kandidaten sorgfältig beurteilen.
Eine Rekrutierungs-Checkliste für Kundenberater kann helfen, den Einstellungsprozess zu vereinfachen. Mit einer Checkliste können Personalmitarbeiter dafür sorgen, dass bei der Wahl des richtigen Kandidaten alle wichtigen Faktoren beachtet werden.

  • Personalvermittler

Wenn es darum geht, neue Angestellte im Kundenservice zu finden, können Personalvermittler eine wertvolle Ressource sein. Sie haben Erfahrung und Wissen, mit dem sie die besten Kandidaten für Kundenserviceteams identifizieren können. Sie können den Einstellungsprozess auch besser leiten.
Indem Personalvermittler eine Rekrutierungs-Checkliste für Kundenbetreuer verwenden, können sie ihre Suche vereinfachen und sicherstellen, dass sie die besten Kandidaten für ihre Kunden finden. Dank des professionellen Ansatzes können sie sich so von der Konkurrenz abheben und ihren Kunden einen qualitativ hochwertigen Dienst anbieten.

  • Ehemalige Kundenberater (die sich von der Rolle verabschieden)

Eine Rekrutierungs-Checkliste kann auch für ehemalige Kundenbetreuer hilfreich sein, die nach neuen Jobs suchen. Sie hilft ihnen, besser zu verstehen, wonach Arbeitgeber suchen. Dies gibt ihnen einen Vorteil gegenüber anderen Kandidaten und hilft ihnen, sich von der Konkurrenz abzuheben.

Wenn jemand die Rolle eines Kundenbetreuers verlässt, kann er diese Checkliste verwenden, um seinen Nachfolger zu evaluieren.

Sehen Sie sich unsere Rekrutierungs-Checkliste für Kundenberater an

Rekrutierungs-Checkliste für Kundenberater

To begin, you need to set the requirements for the position. Without doing so, you simply cannot move forward.

Why is it important to set requirements for the position?

Providing clear requirements helps to ensure that you are looking for the right qualifications and experience when screening candidates. Knowing what set of skills and qualities are needed for the role helps to keep you focused when interviewing candidates.

How to set the requirements for the position?

Have a solid understanding of the job duties and responsibilities. It is also essential to remember that requirements can change over time. As your company grows, so too might the needs of the customer service officer position. Be sure to revisit and update your requirements when necessary.

to do list - illustration

What tools to use for setting requirements for the position?

  • list of job duties and responsibilities
  • skill matrix
  • position profile

Once you have set the requirements for the position, it is time to create a recruitment plan.

Why is it important to create a recruitment plan?

You should never begin the recruitment process without a plan. By having a recruitment plan, you will have a clear idea of what needs to be done and when. This will help to make the process go as smoothly as possible.

How to create a recruitment plan?

Your recruitment plan should include everything from sourcing candidates to conducting interviews. It should also outline who is responsible for each step of the process.

LiveAgent have all the context you need - illustration

What tools to use for creating a recruitment plan?

  • job posting template
  • resume screening tool
  • candidate tracking spreadsheet

Before you begin the actual recruitment process, you need to prepare a budget.

Why is it important to prepare a budget for the recruitment process?

Have the budget sorted out so that you know how much money you have available to spend on recruiting. This will help you get the most for your money and prevent overspending.

How to prepare a budget for the recruitment process?

Your budget should include all of the costs associated with recruiting. This includes things such as job postings, advertising, and travel expenses. It is crucial to be as accurate as possible when estimating these costs so that you do not go over budget.

saving money in piggybank-illustration

What tools to use for preparing a budget for the recruitment process?

  • recruitment budget template
  • job posting pricing guide
  • advertising rates

With a recruitment policy plan in place, the next step is having an HR recruitment policy.

Why is it important to have an HR recruitment policy?

It sets out the rules and procedures for recruiting employees. This helps to ensure that everyone involved understands what is expected of them.

How to have an HR recruitment policy in place?

Your HR recruitment policy should include things such as the process of submitting job applications, the types of interviews that will be conducted, and how offers are made.

LiveAgent customer portal - illustration

What tools to use for having an HR recruitment policy in place?

  • HR recruitment policy template
  • set of guidelines and procedures for recruiting employees
  • onboarding and offboarding rules

The next step in the recruitment process is to describe the job opening.

Why is it important to describe the job?

It gives potential candidates a better understanding of what the position entails. This can help to attract more qualified candidates and reduce the number of those who are not a good fit for the position.

How to describe the job?

Your job description should include a brief overview of the position, as well as a list of the duties and responsibilities. Highlight what makes the position unique and what skills are required. With a detailed job description, potential candidates will have a better understanding of what the position entails.

Job description illustration

What tools to use for describing the job?

  • job posting template
  • job description template

Double-check for accuracy once you finish crafting it.

Why is it important to double-check the job description?

An inaccurate job description may discourage qualified candidates from applying.

How to double-check the job description?

Your job description should be reviewed by someone familiar with the position. They can verify that the duties and responsibilities are accurate, as well as identify any additional skills that may be required. Be sure to verify the job title as well.

processing - illustration

What tools to use for double-checking the job description?

  • job posting revision checklist
  • job description revision checklist
  • CV screening tool

Reaching out to existing staff members before publication can help to get the word out about the job opening.

Why is it important to reach out to existing staff members?

They can provide feedback on the job description and help to promote the position. They may also be able to refer qualified candidates for the position. Also, your customer support team may know best what skills are needed to take care of customer success, customer care, or other challenges in the customer service field.

How to reach out to existing staff members?

You can reach out to existing staff members by sending an email or posting a message on your internal communication channel. Provide them with all of the relevant information, such as the job title, duties and responsibilities, and how to apply. Those interested in the position can apply directly through your website.

LiveAgent - internal recruitment email template

What tools to use for reaching out to existing staff members?

After the job description has been finalized, you can advertise the position.

Why is it important to post the position?

Posting the position allows all interested candidates to apply. It also allows you to track applications and who has applied for the position.

How to post the position?

You can post the position on your company website, as well as on job boards and social media. You can also reach out to potential candidates directly and provide them with a link to the job posting. You can contact previous applicants already in your talent pool and let them know about the job opening.

Quality Unit job offer on Linkedin

What tools to use for posting the position?

  • job boards
  • social media
  • email template
  • position tracking spreadsheet

Developing criteria ahead of time will help you make an objective decision when selecting a candidate.

Why is it important to develop objective selection criteria?

It allows for assessing all candidates objectively and selecting only the most qualified ones for the position. It also enables you to track progress throughout the recruitment process and identify any areas where improvements are needed. Furthermore, it allows you to compare candidates side-by-side, making the selection process more efficient.

How to develop objective selection criteria?

Your selection criteria should include the skills, experience, and qualifications that are required for the position. Consider the cultural fit of the candidate and whether or not they would be a good fit for your company. Without criteria, it can be difficult to compare candidates objectively.

customer service agent characteristics - illustration

What tools to use for developing objective selection criteria?

  • job description
  • resume screening tool
  • assessment tool
  • scale metrics

Preparing interview questions in advance allows you can ask the right questions and get the information you need to make a decision.

Why is it important to prepare interview questions?

Asking the right questions during an interview can help you to assess a candidate’s qualifications, skills, and experience. It also gives you insights into their personality and their fit with the company. Without preparing questions, it can be difficult to assess all of the relevant information about a candidate.

How to prepare interview questions?

You can prepare structured interviews by brainstorming all of the information you need to know about a candidate. Once you have a list of questions, you can start to organize them into categories. For example, you might have a list of different questions about each of the candidate’s qualifications, skills, and experience.

woman taking notes - illustration

What tools to use for preparing interview questions?

  • job description
  • surveys
  • previous interview questions template
  • psychological tests

Researching and recruiting qualified candidates can be a time-consuming process, but one that you should do thoroughly.

Why is it important to research and recruit qualified candidates?

Qualified candidates are more likely to be successful in the role, so do everything you can to make sure that you are getting the best possible applicants for the position. This will help to improve the quality of your workforce.

How to research and recruit qualified candidates?

There are several ways to research and recruit qualified candidates. You could post the position on job boards and social media or reach out to potential candidates directly. You might also decide to use an assessment tool to screen candidates and identify the most qualified individuals.

Social media research illustration

What tools to use for researching and recruiting qualified candidates?

  • job boards
  • posts on social media
  • social outreach
  • assessment tool
  • recruitment CRM

Listening is a critical skill for customer service officers. They need to be able to understand customers’ needs and provide solutions to their problems.

Why is it important to check candidates’ listening skills?

Because a customer service representative who is not able to listen effectively will not be able to deal with difficult customers or successfully resolve their issues.

How to check candidates’ listening skills?

Ask them questions about their experience and what they would do in certain situations. You can also give them a scenario and ask them to explain how they would handle it.

Marketing agents - illustration

What tools to use for checking candidates’ listening skills?

  • recruitment tasks
  • vocal assessments
  • guidelines

Customer service officers need to have excellent communication skills and you need to verify them before you seal the deal.

Why is it important to verify candidates’ communication skills?

Communication is key in customer service. Candidates need to be able to communicate effectively with frustrated customers, as well as with other members of the team.

How to verify candidates’ communication skills?

To find the best customer service officer for your company, verify candidates’ communication skills. This can be done by conducting phone interviews or asking them to complete written exercises on resolving particular customer issues. Furthermore, you should also assess their interpersonal skills and ability to handle difficult customer experience situations.

Customer communication illustration

What tools to use for verifying candidates’ communication skills?

  • recruitment tasks
  • communication assessments
  • crisis management procedures

Customer service officers need to be able to use CRM ticketing systems such as LiveAgent to provide the best possible customer service.

Why is it important to test candidates’ ability to handle CRM ticketing systems?

It reveals how they would deal with customer queries and complaints. Also, they should be able to show customer service teams how to use product knowledge afterward to get the whole team up to speed.

How to test candidates’ ability to handle CRM ticketing systems?

Effective usage of ticketing systems such as LiveAgent affects the entire customer service team’s workflow, making it easy for them to keep up with all tickets and customer requests.

You can manage tickets from all channels – emails, chats, forums, and even social media – with LiveAgent’s universal inbox. Using this ticketing software, you can monitor customer service performance and test out agents’ ability to handle tickets. Get insightful performance reports, an overview of agent rankings, and many other analytical features (it’s free to test).

That’s why, at the candidate level, you should already be looking at their ability to operate such software. As a result, they will be able to get accustomed to new software faster.

LiveAgent omnichannel ticketing

What tools to use for testing out candidates’ ability to handle CRM ticketing systems?

  • LiveAgent CRM ticketing software and its analytics
  • recruitment tasks
  • use cases

This will help you determine if a candidate has the necessary customer service skills.

Why is it important to perform a practical customer service test?

This kind of test allows you to see how the candidate would deal with real-life customer service situations. Their performance will give you an idea about their skills and abilities, as well as their attitude towards customers, allowing you to make an informed decision about whether or not they are the right person for the job.

How to perform a practical customer service test?

There are a few different ways to perform a practical customer service test. One is to give the candidate a scenario (e.g. an issue within a customer service team) and ask them to explain how they would handle it. Another way is to set up a customer service task for them to complete, such as handling a customer complaint or resolving an issue.

LiveAgent replying to ticket - gif

What tools to use for performing a practical customer service test?

  • real-life scenarios
  • customer service tasks
  • test software
  • questionnaires

This pre-screening can save you a lot of time and money that would otherwise be spent on meeting candidates who are not a good match for your company.

Why is it important to reject applicants who do not meet the basic requirements?

Some requirements are essential for the role of a customer service officer. You don’t want to hire someone who doesn’t cover the basics, as they will probably not be a good fit for your company.

How to reject applicants who do not meet the basic requirements?

Send them an email or letter informing them that they have been unsuccessful, or contact them and tell them over the phone. You could also provide feedback to the applicant so that they know what areas they need to work on to be successful in the future.

man making choice-illustration

What tools to use for rejecting applicants who do not meet the basic requirements?

Once you have shortlisted the candidates, it is time to interview them. This will allow you to assess their customer service skills and knowledge.

Why is it important to interview candidates?

It allows you to get to know them better and find out more about their motivation for the job.

How to interview candidates?

Ask them questions about their customer service experience and skills. Give them a practical task to complete, such as handling a customer complaint or resolving an issue. In the case of video interviews, ask them questions about their motivation and what they would bring to the team. You can also assess their communication skills by asking them questions about their customer service experience and how they would lead a customer service team.

Video call feature in Live chat software - LiveAgent

What tools to use for interviewing candidates?

Keep applicants updated on the interview process, since this will show them that you are interested in their application and that you value their time.

Why is it important to keep applicants updated on the interview process?

You may give applicants the impression that you don’t value their time and are uninterested in their application if you fail to keep them updated. This could lead to them withdrawing their application or being less likely to accept your job offer.

How to keep applicants updated on the interview process?

Keep it brief. The application process can be long and drawn out, so keep candidates updated on the progress. You could do this by sending them an email or calling them. It doesn’t have to be a long conversation, just a brief update on the process.

call over internet-illustration

What tools to use for keeping applicants updated on the interview process?

Once you have interviewed the candidates, verify their qualifications and references before you make your final decision.

Why is it important to confirm qualifications and references?

You need to check if a particular candidate has experience with clients, possesses soft skills, and can react to various issues in the customer service field in real-time. Customer service professionals should have a set of qualifications so they can provide exceptional customer service.

How to confirm qualifications and references?

Ask for references from their previous employers, which could be either written or verbal. If in doubt, put your candidates to the test and hire a professional service to help you with the verification process.

resumes-illustration

What tools to use for confirming qualifications and references?

Your feedback doesn’t have to be long and detailed. A simple email or phone call will suffice.

Why is it important to send feedback to unsuccessful applicants?

Doing so shows that you value their time. It also helps them to improve their application for future roles.

How to send feedback to unsuccessful applicants?

Send them a brief email or call them to provide some feedback on their application. Thank them for their time and interest in the role. You can also suggest some ways to improve their application for the future or add them to your company’s talent pool so that you can keep in touch with them.

Business Email Templates

What tools to use for sending feedback to unsuccessful applicants?

  • email templates
  • phone call scripts
  • talent pool form

After you have interviewed the candidates and verified their qualifications, it is time to make a decision and hire the chosen candidate(s).

Why is it important to hire the chosen candidate(s)?

This step completes the recruitment process and hires the right person for the job. With the most suitable candidate in the role, you can be confident that they will provide the level of customer service that is required.

How to hire the chosen candidate(s)?

You should give them a written offer of employment, which they will need to sign and return. Once they have returned the signed contract, they will be officially hired and can start work. You may also need an NDA form.

Businessmen shaking hands in office-illustration

What tools to use for hiring the chosen candidate(s)?

  • offer letter template
  • contract of employment template
  • guidelines and rules
  • NDA form

Seal the deal with an employment contract that is transparent for all parties.

Why is it important to prepare an employment contract?

An employment contract is a legally binding document that sets out the terms and conditions of the employment relationship. This is important so that both parties will have clarity on what is expected without any confusion about the role or the company’s expectations.

How to prepare an employment contract?

You can use a template contract of employment, which you can find online or from a legal advisor. Make sure that you customize it to fit your company and the specific role. Once you have the contract, ask the chosen candidate to sign it before they start work.

HR job interview

What tools to use for preparing an employment contract?

  • contract of employment template
  • NDA clause
  • legal advisor guidelines

The onboarding process is the final stage of the recruitment process. This is when you help the new employee settle into their new role and get them up to speed with the company.

Why is it important to start the onboarding process?

It helps the new employee transition into their role and become productive as quickly as possible. It also helps to build their loyalty to the company.

How to start the onboarding process?

The onboarding process should be started on the first day of work. The new employee should be given a tour of the office, introduced to their team, and provided with any training they need. They should also be handed a copy of the employee handbook so that they can familiarize themselves with the company’s policies and procedures.

Quality Unit onboarding process on GitHub

What tools to use for starting the onboarding process?

  • onboarding checklist
  • training materials
  • access list
  • employee handbook

Was sollte eine Jobbeschreibung eines Kundenberaters enthalten?

  • Jobtitel

Es scheint offensichtlich zu sein, aber der Jobtitel ist ein wichtiger Teil der Jobbeschreibung, da er den Bewerbern mitteilt, um welche Rolle es sich handelt.

  • Zweck der Position

Zusammen mit dem Jobtitel müssen Sie auch eine kurze Beschreibung der Rolle angeben. Dies sollte den Hauptzweck des Jobs erfüllen und welche Art von Aufgaben von einem erfolgreichen Kandidat erwartet werden.

  • Gehaltsspanne

Es ist wichtig, offen über das Gehalt zu sein, da dies die richtigen Kandidaten anzieht. Schreiben Sie die Gehaltsspanne in die Jobbeschreibung, sodass Bewerber wissen, was sie erwarten können. So gibt es auch später keine Missverständnisse.

  • Notwendige Qualifikationen

Da im Kundenservice qualifizierte Arbeitskräfte erfordert sind, müssen Sie die erforderlichen Qualifikationen und Erfahrung auflisten. Dies könnte Kundenserviceschulung, vorherige Erfahrung in einer ähnlichen Rolle oder andere relevante Qualifikationen enthalten. Jede Stelle als Kundenbetreuer hat andere Anforderungen, stellen Sie also sicher, dass Sie die Jobbeschreibung auf die spezifische Rolle zuschneiden.

  • Ausbildung

Dies hängt von der Rolle ab. Für Kundenservicejobs auf Einstiegslevel ist nur ein Schulabschluss erforderlich. Für führende Positionen benötigen Bewerber einen Hochschulabschluss.

  • Erfahrung

Natürlich ist Erfahrung im Kundenservice wichtig. Sie müssen die erforderte Erfahrung in der Jobbeschreibung auflisten, sodass Bewerber wissen, was sie erwarten können. Dies könnte vorherige Erfahrung in einer ähnlichen Rolle oder einer anderen kundenseitigen Position enthalten.

  • Wissen und Fähigkeiten

Vielleicht sind für die Rolle bestimmte Fähigkeiten oder bestimmtes Wissen erforderlich. Dies könnte Softwarekenntnisse oder industriespezifisches Wissen sein. Stellen Sie sicher, dass Sie auch diese in der Jobbeschreibung auflisten, sodass Bewerber Selbstselektion durchführen können.

  • Aufgaben und Verantwortlichkeiten

Eine Liste der Aufgaben und Verantwortlichkeiten muss in der Jobbeschreibung enthalten sein, sodass Bewerber diese im Voraus kennen. Dies hilft sicherzustellen, dass sie für die Rolle vorbereitet sind und losstarten können.

  • Tägliche Aktivitäten

Bauen Sie einen kurzen Überblick der täglichen Aktivitäten der Rolle ein, ohne zu sehr ins Detail zu gehen. Dies gibt Bewerbern ein besseres Verständnis darüber, was sie von Tag zu Tag tun werden.

  • Arbeitsbedingungen

Um die richtigen Kandidaten anzuziehen, müssen Sie klar über die Arbeitsbedingungen sein. Sprechen Sie von den Arbeitszeiten, Schichten und ob die Arbeit in einem Büro oder von zu Hause aus zu erledigen ist.

  • Leistungen

Vergessen Sie zu guter Letzt nicht, die Leistungen zu erwähnen, die Teil der Rolle sind. Dies könnte beispielsweise Krankenversicherung, flexible Arbeitsgestaltung oder von dem Unternehmen finanzierte Schulung sein. Dies ist ein guter Weg, um gute Talente anzuziehen.

Zusammenfassung der Rekrutierungs-Checkliste für Kundenberater

  • Legen Sie Anforderungen für die Rolle fest
  • Erstellen Sie einen Rekrutierungsplan
  • Bereiten Sie ein Budget für den Einstellungsprozess vor
  • Stellen Sie sicher, dass es eine Rekrutierungsrichtlinie gibt
  • Beschreiben Sie den Job
  • Überprüfen Sie die Jobbeschreibung
  • Kontaktieren Sie vor der Veröffentlichung bestehende Mitarbeiter
  • Veröffentlichen Sie die Position intern und extern
  • Entwickeln Sie objektive Auswahlkriterien
  • Bereiten Sie Interviewfragen vor
  • Recherchieren und rekrutieren Sie qualifizierte Kandidaten
  • Überprüfen Sie die Zuhörfähigkeiten der Kandidaten
  • Überprüfen Sie die Kommunikationsfähigkeiten der Kandidaten
  • Testen Sie die Fähigkeit der Kandidaten, mit einem CRM-Ticketingsystem wie LiveAgent umzugehen
  • Führen Sie einen praktischen Kundenservicetest durch
  • Schließen Sie Bewerber aus, die die Basiskriterien nicht erfüllen
  • Sprechen Sie mit Kandidaten
  • Informieren Sie Bewerber regelmäßig über den Interviewprozess
  • Bestätigen Sie die Qualifikationen der Kandidaten
  • Senden Sie ausgeschiedenen Bewerbern Feedback
  • Stellen Sie den/die gewählten Kandidaten ein
  • Bereiten Sie einen Arbeitsvertrag vor
  • Beginnen Sie den Onboardingprozess

Was sollte eine Jobbeschreibung für einen Kundenbetreuer enthalten?

  • Jobtitel
  • Zweck der Position
  • Gehaltsspanne
  • Notwendige Qualifikationen
  • Ausbildung
  • Erfahrung
  • Wissen und Fähigkeiten
  • Aufgaben und Verantwortlichkeiten
  • Tägliche Aktivitäten
  • Arbeitsbedingungen
  • Leistungen

Frequently asked questions

Was ist eine Rekrutierungs-Checkliste?

Eine Rekrutierungs-Checkliste ist ein Dokument, das die Schritte darlegt, die Sie durchlaufen müssen, um einen neuen Mitarbeiter einzustellen. Dies umfasst die Erstellung einer Jobbeschreibung, das Finden von Kandidaten, die Durchführung von Interviews und die Erstellung eines Angebots. Mit einer Rekrutierungs-Checkliste können Sie sicher sein, dass Sie alle notwendigen Schritte erfüllen und die beste Entscheidung für Ihr Unternehmen treffen.

Muss ich für jeden Job, für den ich mich bewerben möchte, eine separate Bewerbung ausfüllen?

Das hängt von dem Arbeitgeber ab. Manche Arbeitgeber bitten um nur eine Bewerbung und speichern Ihre Details für zukünftige offene Stellen. Andere Arbeitgeber bitten Sie vielleicht jedes Mal eine neue Bewerbung auszufüllen. So oder so ist es gut, immer eine Kopie Ihres Lebenslaufes und Motivationsschreiben zur Hand zu haben, falls ein potenzieller Arbeitnehmer danach fragt.

Was ist der standardmäßige Rekrutierungsprozess?

Er besteht meist aus einigen wichtigen Schritten. Es ist wichtig, dass Sie die Jobanforderungen und die Unternehmenskultur verstehen, bevor Sie sich bewerben. Wenn Sie Ihre Recherche erledigt haben, ist der nächste Schritt meist, Ihren Lebenslauf und ein Motivationsschreiben einzusenden. Nachdem Ihre Dokumente angesehen wurden, werden Sie vielleicht darum gebeten, an einem oder mehreren Interviews teilzunehmen. Dadurch können beide Seiten mehr übereinander lernen und entscheiden, ob die Arbeitsbeziehung funktionieren würde. Zu guter Letzt bietet der Arbeitgeber dem Kandidaten in der Angebotsstufe die Position an. Zu dem Zeitpunkt wird das Gehalt und Leistungen besprochen, bevor der Arbeitsvertrag unterschrieben wird.

Was sind die 5 Hauptstufen einer Rekrutierungs-Checkliste?

Meist müssen zuerst Lebensläufe durchgegangen werden. Danach müssen Sie mit den ausgewählten Kandidaten Interviews durchführen. Der nächste Schritt ist, die Qualifikationen und Referenzen zu überprüfen. Dann wird eine Entscheidung getroffen und der gewählte Kandidat wird eingestellt. Zuletzt müssen Sie sich um das Onboarding kümmern.

Was sind die vier Schritte des Rekrutierungsvorganges?

Suche, Screening, Interviews und Angebot.

Passende Ressourcen

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