A hiring process is a carefully crafted step-by-step plan for hiring the best talent. It involves everything from attracting, sourcing, interviewing to short-listing and onboarding recruits. It is specific to the organization’s needs and can help ensure a steady flow of human resources.
Companies that build a hiring process tailored to their structure and markets show improved efficiency and progress.Although the overall plan and stages might be similar, many stages are bound to be unique to a company. A hiring process isn’t just about the mechanical steps; it is critical to gaining a tactical benefit and enhancing the quality of recruits.
Good hiring practices ensure that a company gets acquires quality resources and keeps up its productivity. Simply looking out for candidates when the need arises isn’t going to help you make the cut in this competitive world. An excellent hiring process is a must for companies who want to gain an advantage over their competitors in the talent market.
A hiring team armed with a foolproof hiring process is better suited to build the right talent pool. When prepared with care and precision, a hiring process can
Eliminate the chaos from the recruiting process
Enhance the flow of candidates for a job opening while maintaining the candidate quality
Reduce the risk of hiring an unsuitable candidate
Significantly reduce the time spent on hiring, thus gaining a crucial advantage
Help in building better relationships with the candidates and providing them a seamless candidate experience
Enhance the employer brand by providing a great candidate experience
As a result of all these, the company can acquire a beneficial place in the talent market and leverage it to attract top-quality candidates.
Wondering how to go about setting up a good hiring process for your company?
Here is a hiring process checklist with ten steps that can help make your hiring process efficient and effective:
The hiring process begins with right planning - identifying and anticipating the hiring needs of your company. Recruiters generally hire for a space that gets created instantly or if they need extra resources. It is critical that the hiring team tracks the organizational growth rate and plans the addition of resources required. Also, the team should keep an eye on the employees and try to anticipate any impending departures. It is essential to make a hiring plan by identifying the needs proactively to make the recruitment process more streamlined.
Regular meetings with team managers to discuss the workload can go a long way towards anticipating the need for extra resources. Evaluating teams’ performances and finding out issues not being addressed can help you figure out any potential hiring need. It would be best if you kept a tab on the expected output and the actual results.
The best recruiters act on a hiring need as soon as it is evident. It is crucial to start working to fill a need before it becomes an urgent issue for the company. Defining the job role with the work specifications, experience & skills required, qualifications, etc., lets you swiftly move to the next steps. It would be best if the job descriptions of the company roles are ready in advance. You can try using an ATS that offers well-written job descriptions for various roles.
Preparing a clear and concise job description can help you refine the quality of applications. It’ll also help the potential candidates to determine how fit they are for the role. Here are some essential elements that you should include in your job description:
Company name and introduction
A range of experience
Compensation and benefits
Trainings, if required specifically
An enticing Call To Action
For a good hiring process, recruiters need to communicate with the candidates effectively. The job description is a key piece of communication. Therefore, it is critical to ensure it is concise and informative.
The next step is to build a fool-proof application process. A one-click application form with only a resume upload option will give you a high volume of applicants but you might take a hit on the quality and relevance of candidates applying for the role. Hence, it is important to have a robust application form that is tried and tested.
Use filtering questions:
It is easy to set up an application form with some basic screening questions using an ATS. These screening questions might include questions on
Their work permit
Their qualifications like knowledge of a certain tool or platform
Their past work experience
These questions make it easy for you to filter out candidates who don’t meet the qualifying criteria and save you a ton of time. This application form can be hosted on your career site. But there is a balance between filtering candidates and turning them away with too many screening questions in the form. So monitor the application drop-offs and keep the screening questions short. You want to turn away the less serious candidates but not the good ones.
Advertising the job role in the right spaces can be a bit tricky. However, it is incredibly crucial for the success of a hiring process. A lot of recruiters tend to depend solely on external resources while looking for applicants. Letting your employees know about an open position is an essential element of sourcing for an opening. Even if you don’t wish to recruit internally, employee referrals can be instrumental in bringing in suitable candidates.
External candidate-sourcing avenues should be a balanced mix of social media platforms, job sites, and the company’s website. An ATS lets you post to multiple sourcing platforms from right within one central dashboard.
Companies must do thorough research to find out where their ideal candidates spend most of their time looking for jobs. Choosing the right avenue for posting is essential to source the best candidates. If your ideal candidate is browsing social media sites for jobs, advertising in newspapers will prove significantly counterproductive.
Freshteam ATS allows you to effortlessly utilize smart candidate sourcing features to post and advertise your job openings on different channels. It helps you gain visibility wherever your ideal talent pool is active.
Advertising is just one way of reaching out to candidates. Companies should remember that not every candidate is actively looking for a job. As much as 70 percent of the global workforce are passive job seekers. Missing out on tapping into this talent pool can be disastrous for the hiring process.
As soon as the advertising begins, it would help if you also began actively reaching out to potential candidates. An excellent strategy would be to reach out to the chosen few that you find the most suitable. Also, if you have a prepared talent pool, sort through it to find out the best candidates for the position. Recruiting actively can help companies reduce the gap between their advertising and the ideal candidates. Proactive recruitment throughout the year to build a talent pool can be another excellent strategy to accomplish this.
Screening applications and shortlisting candidates is a highly crucial element of the hiring process. The steps that follow are solely dependent upon the quality and efficiency of shortlisting. A successful sourcing campaign could result in a massive inflow of applications. You must ensure a fixed process to screen and shortlist these applicants.
Manual screening of resumes for relevant fit can be the most draining part of a recruitment process especially when there is high applicant volume. Make your life easy by setting up a pre-fixed set of criteria that your ATS can look through and sort applications for you depending on the skills required for the role.
With Freshteam, you can quickly go through this process and save time to focus on the best applicants. The recruitment software allows you to screen resumes based on fixed criteria. You can even compare between selected resumes in case of a close contest for the role.
You can also send out pre-screening tests to candidates who satisfy a certain criteria and can advance to the next stage. This is useful in scenarios with a high volume of applications or when you are recruiting for tech roles.
When you arrive at this stage, you would have already shortlisted the applications to be left with the most suitable ones. However, it is likely that some applicants have either accepted a position somewhere else or have stopped looking for a job-switch. Therefore, before scheduling an in-person interview, it would help to have a short discussion on a call.
A screening call enables you to gauge the candidate’s interest and learn more about their personality. It is one thing to look at a resume, and entirely another to hear from the candidate about their experiences. By including a screening call in the hiring process, you add a crucial stage in the funnel that allows you to spend your resources on the top chosen applicants.
An excellent approach would be to note down the questions you would like to ask the candidates beforehand. A call can be pretty dynamic, and you must ensure that the time you spend on it leads to some valuable information. The questions should be prepared to figure out whether the candidate is genuinely interested in the position. Only then, you should proceed further.
The next step is to schedule interviews for the candidates who have made it this far. Some companies like to precede the interviews with an assessment test to understand the candidates’ skills better if they are hiring for highly skilled domain roles like tech. However, businesses should determine the scope of time and resources to structure the hiring process better.
An interview is one of the last steps in the recruitment process. Recruiters should ensure that they ask all questions they need to arrive at the final decision. You can divide the interview into multiple stages based on the size of the hiring team. Here’s what you can do to ensure good quality interviews:
Inform the candidates about the interview time and venue well ahead
Ask them to carry any documents required
Prepare an interview toolkit which has
A list of skills and competencies that you want to evaluate
A list of questions to test each skill or competency
Decide on the mode and number of interviews, and the interview panel members
In the journey leading up to the interview stage, both you and the candidate would have invested significant time and resources. Therefore, recruiters should prepare well for this stage to prevent any misjudgments.
Freshteam ATS provides you with an end-to-end interview scheduling experience. It allows you to schedule interviews with different candidates, sync their availability with the interviewer’s and notify the candidate in just a few simple clicks.
This step is usually considered the most important since it has the most visibility to the hiring manager. The interview panel needs to be provided with the interview toolkit prior to the interview to make themselves well-acquainted with it. Here are some do’s and don’ts.
|Interview Do's||Interview Don'ts|
This is where you decide whether you’ll welcome a new member to the team or keep looking for a more suitable candidate. However, if you’ve followed the hiring process well, chances are you would’ve found the talent you were looking for.
The first thing to keep in mind at this stage is that any delay could mean missing out on the candidate. The recruiters should remember that a candidate applies in multiple places and good quality candidates get picked up first. So, you cannot afford any delay in the process. However, if some of the paperwork has gone through, it is likely for the candidate to stay.
Before you roll out the final offer, ensure that you conduct a thorough background check. There are chances of a candidate furnishing fake information. Hiring someone with fake credentials can cost your business heavily.
However, once you finalize the candidate for the role, extend the offer without any delay. The offer should include some essential elements to ensure that the transaction is smooth:
Description of the salary
Perks and benefits
Number and types of leaves
Start date for the job
Policies and terms
A good approach would be to keep all the teams in the loop to ensure all paperwork can be prepared in a limited time. However, even if it takes some time to prepare the paperwork, ensure that you break the news to the candidate and assure them of their position. An informal call or email would suffice.
The hiring procedure doesn’t simply end with rolling out the offer.The onboarding process and the early days of employment are big contributors to the long-term growth of the new hire. So, put in efforts to make the onboarding for the candidates as smooth as possible.
You can use onboarding checklists for easier coordination with your team easier on the preparatory work to make the new hire feel welcome even before they join your organisation.This ensures lesser drop-out or rejected job offers.
An effective and efficient hiring process is a crucial element for the success of any
organization. Investing time and effort in building a robust hiring process will have compounded results by enabling you to optimize your ability to find the most suitable talent for your company and the growth of your business in the long run.
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