When you have an open function at your company, how do prospects learn about it? There's probably more than one response to that question - candidates may encounter a task posting on social networks or a task board, they might get a recommendation from an existing worker or a recruiter may reach out to them to see if they 'd have an interest in the role.

And once a prospect expresses interest in a role, what occurs after that? Generally, they'll submit an application, it will be reviewed by an employer or employing supervisor and the candidate will be welcomed to take part in interviews or other evaluations before you make a decision to extend an offer or not. All of these are potential steps in the recruiting process.
zhihu.com
While it might not constantly look the very same for every single prospect, it is necessary to produce consistency and structure in your procedure for a number of reasons (we'll enter those in a minute).

First, let's look a little more closely at a few of the common actions of the recruiting procedure.

Recruiting procedure steps

While the specific actions can vary depending on factors like the specific function, the company that's hiring and individuals who are associated with the process (like the employer, employing supervisor, hiring planner and department leader, for example), these are a few of the actions that most recruiting procedures include.

Role kick-off and writing the job description


Among the very first things that normally happens is a role kick-off. This is usually a conference between the recruiter and the hiring manager where they talk about topics like why the function is being produced and what a successful prospect would look like, which forms the basis of the task description. They also choose the timeline for the next actions and discuss who will be accountable for which steps of the hiring procedure. For instance, the hiring supervisor will normally develop the take-home evaluation while the recruiter will review resumes and conduct initial screens with candidates. Note that this action may be avoided if the role is frequently recurring and the employer and employing supervisor are already lined up and do not require to make changes to the procedure or task description.

Publishing the task opening


Once the employer and hiring manager are aligned on the task description and timeline (and they have actually gotten any approvals needed from the finance group, department head or the CEO), they can release the job opening. This will typically be on the business's career in addition to on external job boards. If the function is open to internal applicants, it will also be released on the company's internal task board.

Candidate sourcing


In many cases - either because the business does not get lots of inbound applications or since they 'd like to ensure they have a diverse prospect swimming pool - recruiters may engage in candidate sourcing activities. This can include using specific sourcing tools to recognize and reach out to prospects to notify them about the job and encourage them to apply. Many business likewise depend on sourcing when recruiting for executive or highly-skilled positions.

Resume screen


As quickly as a job opening is live, interested prospects can begin to submit their applications, typically through a tool like a candidate tracking system (ATS). The resume screen is the step of the procedure when the recruiter reviews resumes and decides whether candidates satisfy the fundamental requirements for a role. For instance, if the function is location-specific, they'll examine the candidate's resume to figure out if they reside in the ideal geographical area. In many cases, particular steps of the process can be automated, but there will normally be a recruiter or employing manager who makes the ultimate choice about whether a candidate passes the resume screen.

Interview scheduling


After the resume screen is complete, the employer or hiring planner will normally connect to the candidate to set up an interview This process involves finding a time that works for both the interviewer and the candidate and sharing any pertinent details the prospect will need before the interview occurs.

Phone screening interview


The specific steps can differ depending on the company, but the recruiter will frequently conduct the first interview over the phone (described as a "phone screen" or "phone screening interview"). This interview usually enables the recruiter to dive a little much deeper into the information they gained from the prospect's resume and gives them the chance to inform the prospect more about the role and the business. Sometimes, the hiring manager will carry out a phone screening interview, either before or after the recruiter.

Onsite interview.


After the prospect has passed the phone screening interview or series of interviews, they will typically be welcomed for an onsite interview. In the past, this type of interview was normally held onsite at the company's physical workplace (hence the name), however with the widespread adoption of remote and hybrid work, today's onsite interviews may be kept in a virtual setting. The onsite interview typically takes longer, goes into more depth than phone screening interviews and involves meeting with several people. When it takes place in the physical office, it likewise lets candidates discover more about the work environment and office functions. Many companies likewise use this as a chance to introduce candidates to their company culture and individuals beyond the direct group they 'd be working with. Unsure what you should be asking during interviews? Here are a couple of simple ideas for specifying your interview scorecard and preparing your interviews.

Role roundup and decision-making


Many companies likewise arrange a role roundup where the secret individuals in the working with group have a chance to share their feedback on a number of candidates and make a choice. Even if this is not a main meeting with all members of the working with team, the hiring manager and recruiter will likely discuss who the hiring manager wish to extend an offer to and why.

Offer.


If you've chosen you wish to move on with a candidate, the next action of the recruitment process is extending a well-crafted deal that describes the function, duties and compensation package. The employer and/or the hiring manager can be included in this action.

Why is it so important to get your recruiting process right?

While it's common for companies to make adjustments to the recruitment process based on the specific role and team involved, the most effective companies take a really intentional method that can be duplicated throughout different functions and geographies, something that's often described as "structured hiring." While the specifics can differ, usually speaking, structured hiring has three core parts:

- The perfect candidate is specified by the company goals of the task.
- A deliberate process and rubric is utilized to examine all prospects.
- Hiring decisions are based on information and proof




This may seem like a lot of work - and it is - but the benefits far surpass the effort it takes to set up structured hiring. Let's think about a few.

Structured working with conserves time and cash.


Structured employing facilitates working with group cooperation and speeds up candidate feedback while enabling employers to see when candidates are stuck in an interview phase for longer amount of times. This reduces the requirement for prolonged consideration and assists your team make faster and more informed hiring decisions. The more effective your hiring process, the faster you can get brand-new hires onboarded and productive in their functions.

Structured working with assists you end up being more data-driven.


Because you regularly collect information across all stages of the hiring procedure when you follow a structured method to working with, you can rapidly determine traffic jams and pivot as required. Rich recruiting reporting provides working with groups much better insight into employing patterns, helping you refine examination requirements and change your recruitment process to get measurably better at hiring.

Here are some of the most popular recruitment metrics we have actually seen our consumers at Greenhouse utilize by adopting our software application's structured employing procedure:

- Time-to-hire and employing speed

- Offer acceptance rate

- Offer pass-through rate

- DE&I reporting

- Quality-of-hire

Structured employing offers a better prospect experience and enhanced company brand.


According to LinkedIn, business with strong company branding see a 50% decline in cost-per-hire and are able to employ workers 1-2 times faster than their competitors. Structured employing elevates your company branding by guaranteeing a fantastic candidate experience and showing professionalism and dedication to fairness. This, in return, helps you bring in quality candidates while accepting efficiency.

Structured employing limitations predisposition and promotes diversity, equity and addition (DE&I).


Structured working with guarantees that all candidates are regularly assessed utilizing the very same rubric throughout the interview process. It likewise integrates interview tools like candidate scorecards and anonymized assessments to empower employing groups to make more reasonable and fair prospect comparisons. Finally, by collecting insight into all stages of the hiring process, structured employing offers employing groups more presence to make much better hiring choices based on data, not instinct.
zhihu.com