Added: Over a year ago by GE UK
So, you've spent hours job hunting online and finally found a position that ticks all the boxes for you and you have the skills and experience required. You fill in a short application form, upload your CV, and click the submit button with high hopes of securing the role.
That nerve-wracking time between submitting your CV, and hearing back from a potential employer is commonly referred to as the 'black hole' by jobseekers eager to hear the outcome of their application. But what really happens to your application after you click 'Submit'…?
There is a very structured and defined process involved in filling an open vacancy, which is, if followed effectively, that Recruitment for a specific role moves forward as smoothly and efficiently as possible, ensuring the best experience for the candidate. Remember, if a job is being advertised, it is likely that the Hiring Manager has already put a lot of effort into writing the job description, getting the vacancy approved, and linking with the Recruitment team to kick start the recruitment process, and in most cases, wants a successful candidate to join their team yesterday!
Not all processes follow the exactly the same path/timeline, but I have outlined the main stages of the Recruitment process below, to give you an idea of what to expect after applying for a job, along with some hints and tips to ensure your profile stands out against the many other applications.
There are many ways to apply for open positions at GE, but whether you have applied directly through the GE Careers website, external job board, been referred by a GE employee or submitted by an agency; all applications for a specific opening come in to a job folder on a central Applicant Tracking System.
It is the Recruiters' responsibility to make the Recruitment process as smooth as possible for the Hiring Manager and review all the initial applications, with the aim of presenting the most suitable shortlist, normally around 3 to 4 qualified candidates. There are often a large number of applications for each role, sometimes into the hundreds, and the Recruiter will screen the applications based on the attributes stated on the job description, along with requirements discussed with the Hiring Manager at job launch stage.
With such high competition for many roles, it is important that your application makes a good impression at this stage. For some tips on how to make your CV stand out, Alin Beynon has written a great blog with helpful information on writing a CV.
After an initial screen of applications on the recruitment system, the Recruiter will pull together a longlist of all candidates who have most/all of the skills and attributes required, and could potentially be a suitable candidate for the role, with a view to having a brief conversation.
If you've reached the 'screening call' stage, the Recruiter has obviously read your profile and would like to discuss your skills and experiences informally in more detail. They will also want to get to know a bit about you, how you like to work, your motivations, and will be informally assessing your communication skills and how well you would fit with the team. The screening call can last anything from 5 - 30 minutes depending on your discussion and how much information they would like to know at this stage.
Reaching screening call stage does not necessarily guarantee you an interview - there may be some factors discussed at this call that can rule you out, however, the Recruiter will likely give you more of an idea of the process, timescales and what to expect going forward. This is also a time for you to ask the Recruiter any information about the role, so please ask any questions you have.
Alongside screening applications, it is likely that the Recruiter will be actively sourcing candidates via a variety of methods including searching on LinkedIn and relevant job boards. As an active jobseeker, it is a good idea to keep all your profiles current and check your emails regularly.
It is at this stage that all candidates deemed unsuitable based on their skills and experience based on the job requirements will be fed back to and their record on the GE Careers portal updated with respect to that particular role.
Following the screening calls, the Recruiter will present a 'Short List' to the Hiring Manager, with the top 3 or 4 candidates based on their applications and initial discussions. They will discuss strengths and sometimes drawbacks of specific candidates, and generally come to a decision together on who they wish to take to interview stage.
The interview process can vary, depending on the level of the role, number and location of candidates and wishes of the Hiring Manager. The interview could be a straightforward face-to-face meeting, or there may be various stages - via telephone, telepresence followed by a face-to-face interview. Generally it would be ok to assume there may be one or two interviews with at least one being direct with the Hiring Manager and a HR Representative.
If you have reached this stage of the process, it is the Recruiters' role to keep you fully informed of the process and what is expected of you, giving you time to prepare for your interview. For some detailed information on how to impress at interview, Martin Hallworth has written a very informative blog, with many hints and tips on interview preparation.
Once all interviews have been completed for the position, the Recruiter and the Hiring Manager will come to a decision on the most suitable candidate for the role. Following approval of an offer, the successful candidate will be offered the job, and all those interviewed for the position will be given interview feedback.
Please don't be disheartened if at this stage you have not been successful following interview - there has likely been a lot of discussion following interview stage, and often a very difficult decision between suitable candidates. The Recruiter will try to feedback to you constructively, and will keep all strong candidates on file for any future roles within the team/business. If you feel it would benefit you, please feel free to ask your Recruiter for detailed feedback or advice following interview.
I hope this blog has given you an insight into the Recruitment process, and has set some expectations of what to expect when applying for a role within GE. If you decide to apply for one of our many opportunities worldwide, I wish you luck with your application!
Written by Fiona Kennedy, a Senior Recruiter for the GE Global Talent Recruitment Team. Fiona has 8 years' in-house and external recruitment experience and mainly recruits for the Oil & Gas Services business at all levels, globally. Her other interests include travelling and keeping fit.
For all UK careers please search at www.ge.com/uk/careers