After defining the type of professional you are looking for, the next task is to advertise the available position. Reaching the right audience at this time is essential. To do this, use the resources available to bring the opportunity to the right places. There are several tools on the Internet that can be used in this task, such as boosting and choosing audiences in social networks, curriculum databases, Employment background checks among others.
At the time of creating the advertisement, carefully describe the job description, detail the responsibilities and criteria that the person must have, as well as the skills, experience and education required. That way you can exclude those who don’t fit and pre-screen candidates to reduce HR work when it comes to reviewing each resume you receive, and you can reach the right people who might become essential to your business.
Take different steps to hire
Most of the time, because they need someone to fill the vacant position and don’t want to waste time, architectural firms do the hiring too quickly and don’t check all the issues needed to make the best choice, which can result in wrong hiring. In addition, time and money are spent unnecessarily as a new selection will need to be made.
Therefore, you need to divide the selection process into steps to be able to analyze each important candidate point and take as much time as necessary to identify the one that best meets all the requirements of the architectural firm.