-: Let us go again to a simple example.
A company had troubles with the recruiting strategy.
They needed something new.
They didn't know how to really onboard new employees.
We consulted the company and divided the recruitment process
into four distinct steps.
I'd like you to organize the steps and the descriptions.
As usual, you can pause the video here
and in a moment I will do that with you together.
(tutor inhales sharply) A few moments later.
I will start by reading through the main points
and main categories.
Build loyalty, hire most qualified candidates,
onboard new workers, find and attract new candidates.
Of course, the first step would be find
and attract new candidates here.
This would be a perfect fit
to open up the recruitment process.
Second would be hire most qualified candidates.
Then do you wanna build loyalty right away
or first onboard new people?
Of course, some kind of onboarding would be very welcome
in the recruitment process.
Later on, we could go to build loyalty.
We have four mutually exclusive steps
that collectively give us a good
and solid recruitment strategy for our company.
You can add additional talking points,
like give personal onboarding guide,
task veteran employees to explain responsibilities.
This would fall into the onboarding category.
Job posting on boards, and post information
about your company.
This should definitely be among the first steps.
Read resumes, recognize experience, invite for interview.
Definitely this will go
into the hiring category.
And to build loyalty, some kind of bonus and recognition
and appreciation of the work done.
This is up to the company how they wanna recognize
and appreciate the work done.
We will do some later recommendations,
but here we wanted to focus on organizing everything
in a MECE fashion.
I hope you've enjoyed this little exercise
and we see each other in next lectures.