Whether it's part-time, part-time, or full-time, the focus should first be on the specific job arrangements. Confirm the required time slots, tasks, and start date, and have the candidate explain the scope of their availability. Don't just speculate based on job titles.
Part-time: Confirm available time slots.
Please clearly state the weekdays, holidays, and necessary handover periods, and ask candidates to reply with feasible arrangements and anticipated changes. If the resume does not specify the time periods, inquire about them first; do not assume it is due to a lack of cooperation.
Part-time: Confirm job details and available time.
Explain the job duties and scheduling, and inquire about currently available time slots and any known changes. Do not assume that all part-time candidates can work on the same dates or have the same course schedules.
Full-time: Confirm the full scope of responsibility
Clearly outline daily tasks, deliverables, and collaborators. Full-time positions may also require training; it's unwise to judge long-term performance or willingness to remain based solely on past tenures.
The lists are separate, but the standards remain consistent.
Different work arrangements can create different lists; the same core criteria should be used for the same job opening. Asking about the actual scope of cooperation is more effective in advancing recruitment than asking about personal reasons unrelated to work.
The next step can refer to the first recruitment SOP: from receiving resumes to receiving offer notices .
Explore the interview system plan for SMEs
The MIND Interview plan for SMEs costs NT$3,000 for six months and includes 50 resume analyses and 15 AI interviews in total over six months. It helps you screen resumes, conduct first-round interviews online and organize reports. Your company reviews the results and makes the hiring decision.
Once you have prepared the job openings, the expected number of resumes, and the number of interviewees, you can confirm with the team whether the plan is suitable and how to start using it.
Frequently Asked Questions
Key questions often raised by business leaders and HR teams:
Do different skill standards have to be used for different part-time jobs?
Competency standards depend on the task, while timelines are determined by the job requirements. For individuals performing the same work, consistent and job-related evaluation criteria should be used.
Does this process suggestion absolutely require the use of tools?
You can first organize your own processes and records based on the article; then evaluate the tool when batch resume analysis or asynchronous initial interviews are needed. Examples and schedules need to be adjusted according to the company's actual needs.