Explore the comprehensive and efficient GE Asset Management Hiring Process; from identifying hiring needs through to new hire onboarding.
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Identify hiring needs
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Post job vacancies on relevant platforms
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Collect and review applicant resumes
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Filter out unqualified candidates based on resume
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Conduct initial phone interview with qualified candidates
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Approval: Initial Phone Interview Results
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Invite shortlisted candidates for face-to-face interview
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Conduct face-to-face interviews
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Perform skills assessment tests
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Approval: Skills Assessment Test Results
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Check references of final candidates
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Prepare job offer for selected candidate
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Send job offer to selected candidate
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Negotiate job offer details with selected candidate, if required
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Approval: Job Offer Details
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Draw up employment contract
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Send contract to new hire for signatures
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Receive signed contract from new hire
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Register new hire in GE Asset Management's HR system
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Arrange onboarding for new hire
Identify hiring needs
This task involves identifying the specific needs for hiring new employees in GE Asset Management. As the first step in the hiring process, it plays a crucial role in determining the company's staffing requirements. By understanding the department's workload, upcoming projects, and anticipated growth, you can determine the number and type of positions to be filled. The desired result is a clear understanding of the roles and responsibilities for the available positions. Think about the potential challenges of accurately assessing the needs and ensure you have access to the necessary resources or tools for this task.
Post job vacancies on relevant platforms
In this task, you will be responsible for advertising job vacancies on various platforms to attract potential candidates. The impact of this task on the overall hiring process is significant as it increases the visibility of the job openings and widens the pool of applicants. Consider the desired results, such as reaching a diverse pool of candidates, and the potential challenges of choosing the most suitable platforms. To successfully complete this task, you may need access to job posting platforms, social media accounts, or industry-specific websites.
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Indeed
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LinkedIn
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Glassdoor
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CareerBuilder
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Monster
Collect and review applicant resumes
This task involves collecting and reviewing resumes submitted by job applicants. The role of this task in the hiring process is to filter out unqualified candidates based on their resumes. By carefully reviewing the resumes, you can determine whether applicants possess the required qualifications, skills, and experience. The desired result is to shortlist candidates who meet the initial criteria. Think about the potential challenges of assessing resumes objectively and ensure you have a proper system or tool to collect and organize the resumes effectively.
Filter out unqualified candidates based on resume
In this task, you will filter out unqualified candidates based on their resumes. This task plays a crucial role in narrowing down the candidate pool and selecting the most qualified individuals for further evaluation. Think about the desired results, such as identifying candidates with relevant experience and educational background. Consider the potential challenges of making objective decisions based on resumes alone. To complete this task, you may need access to resume screening software or guidelines provided by the hiring team.
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Bachelor's degree
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Minimum 3 years of experience
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Proficiency in MS Office
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Excellent communication skills
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Project management experience
Conduct initial phone interview with qualified candidates
This task involves conducting initial phone interviews with candidates who have been identified as potentially qualified based on their resumes. The role of this task is to gather further information about candidates' qualifications, gauge their communication skills, and assess their fit for the position. The desired result is to shortlist candidates for face-to-face interviews based on the phone interviews. Consider the potential challenges of conducting effective phone interviews and ensure you have a list of relevant questions to ask during the interview.
Approval: Initial Phone Interview Results
Will be submitted for approval:
Conduct initial phone interview with qualified candidates
Will be submitted
Invite shortlisted candidates for face-to-face interview
In this task, you will invite the candidates who have been shortlisted after the initial phone interviews for a face-to-face interview. The impact of this task is significant as it allows for in-depth assessments and evaluations of candidates' qualifications, skills, and fit for the organization. Consider the desired results, such as scheduling interviews efficiently and ensuring all necessary arrangements are made. The potential challenges may include coordinating multiple schedules and arranging interview locations.
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Monday morning
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Tuesday afternoon
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Wednesday morning
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Thursday afternoon
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Friday morning
Conduct face-to-face interviews
Perform skills assessment tests
Approval: Skills Assessment Test Results
Will be submitted for approval:
Perform skills assessment tests
Will be submitted
Check references of final candidates
Prepare job offer for selected candidate
Send job offer to selected candidate
Negotiate job offer details with selected candidate, if required
Approval: Job Offer Details
Will be submitted for approval:
Prepare job offer for selected candidate
Will be submitted
Negotiate job offer details with selected candidate, if required
Will be submitted
Draw up employment contract
Send contract to new hire for signatures
Receive signed contract from new hire
Register new hire in GE Asset Management's HR system
