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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 - prospects might encounter a job publishing on social media or a job board, they may get a recommendation from an existing worker or an employer might reach out to them to see if they 'd have an interest in the function.

And as soon as a prospect expresses interest in a role, what occurs after that? Generally, they'll send an application, it will be examined by a recruiter or working with manager and the candidate will be invited to take part in interviews or other evaluations before you make a choice to extend an offer or not. All of these are possible steps in the recruiting process.

While it might not constantly look the exact same for every single prospect, it is essential to develop consistency and structure in your process for a variety of reasons (we'll enter into those in a minute).

First, let's look a little bit more closely at some of the common steps of the recruiting procedure.

Recruiting procedure steps

While the precise steps can differ depending upon aspects like the specific role, the business that's employing and individuals who are included in the procedure (like the recruiter, hiring manager, hiring organizer and department leader, for example), these are some of the steps that most recruiting processes include.

Role kick-off and writing the task description


Among the very first things that generally happens is a role kick-off. This is usually a conference between the employer and the hiring supervisor where they discuss topics like why the role is being created and what a successful prospect would look like, which forms the basis of the task description. They likewise select the timeline for the next actions and discuss who will be accountable for which actions of the working with process. For instance, the hiring manager will usually design the take-home assessment while the recruiter will review resumes and carry out preliminary screens with prospects. Note that this action may be skipped if the function is frequently repeating and the employer and working with manager are already aligned and don't need to make modifications to the process or job description.

Publishing the task opening


Once the employer and employing supervisor are lined up on the task description and timeline (and they've gotten any approvals required from the financing group, department head or the CEO), they can release the task opening. This will normally be on the company's career website along with on external task boards. If the role is open to internal candidates, it will likewise be released on the company's internal task board.

Candidate sourcing


In many cases - either due to the fact that the business does not get many incoming applications or because they want to ensure they have a diverse prospect pool - recruiters may take part in candidate sourcing activities. This can include using specific sourcing tools to recognize and reach out to prospects to inform them about the task and motivate them to apply. Many business likewise rely on sourcing when recruiting for executive or highly-skilled positions.

Resume screen


As quickly as a task opening is live, interested candidates can begin to submit their applications, typically through a tool like a candidate tracking system (ATS). The resume screen is the step of the process when the employer evaluates resumes and decides whether prospects meet the basic requirements for a role. For example, if the function is location-specific, they'll inspect the prospect's resume to identify if they live in the best geographical location. In many cases, specific actions of the process can be automated, but there will generally be a recruiter or hiring supervisor who makes the supreme choice about whether a prospect passes the resume screen.

Interview scheduling


After the resume screen is complete, the recruiter or recruiting coordinator will usually reach out to the candidate to arrange an interview This procedure includes finding a time that works for both the job interviewer and the candidate and sharing any relevant details the candidate will require before the interview happens.

Phone screening interview


The precise actions can differ depending upon the business, but the employer will typically perform the very first interview over the phone (referred to as a "phone screen" or "phone screening interview"). This interview typically enables the employer to dive a little deeper into the details they gained from the prospect's resume and provides the chance to tell the candidate more about the function and the company. In some cases, the hiring supervisor will conduct a phone screening interview, either before or after the recruiter.

Onsite interview.


After the candidate has passed the phone screening interview or series of interviews, they will generally be invited for an onsite interview. In the past, this kind of interview was normally held onsite at the business's physical office (for this reason the name), but with the widespread adoption of remote and hybrid work, today's onsite interviews may be kept in a virtual setting. The onsite interview usually takes longer, goes into more depth than phone screening interviews and includes conference with a number of individuals. When it occurs in the physical office, it also lets candidates discover more about the work environment and workplace features. Many business likewise utilize this as a chance to present prospects to their company culture and individuals beyond the direct team they 'd be dealing with. Not sure what you should be asking during interviews? Here are a few simple pointers for defining your interview scorecard and preparing your interviews.

Role roundup and decision-making


Many business likewise arrange a function roundup where the secret participants in the working with group have a possibility to share their feedback on several prospects and decide. Even if this is not a main conference with all members of the hiring group, the hiring manager and employer will likely discuss who the hiring supervisor would like to extend an offer to and why.

Offer.


If you have actually chosen you want to progress with a prospect, the next action of the recruitment process is extending a well-crafted offer that outlines the role, obligations and settlement plan. The recruiter and/or the hiring supervisor can be involved in this step.

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

While it's common for business to make adjustments to the recruitment process based upon the specific function and team involved, the most effective companies take a very deliberate technique that can be repeated throughout different functions and locations, something that's typically described as "structured hiring." While the specifics can vary, usually speaking, structured hiring has 3 core elements:

- The perfect prospect is defined by the organization goals of the task.
- An intentional procedure and rubric is used to assess all prospects.
- Hiring decisions are based upon information and proof




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

Structured employing saves money and time.


Structured working with facilitates working with team partnership and expedites prospect feedback while enabling recruiters to see when prospects are stuck in an interview stage for longer time periods. This reduces the requirement for prolonged deliberation and assists your team make faster and more educated hiring decisions. The more efficient your hiring procedure, the quicker you can get new hires onboarded and productive in their roles.

Structured working with helps you become more data-driven.


Because you regularly collect information throughout all phases of the hiring procedure when you follow a structured method to working with, you can quickly identify bottlenecks and pivot as required. Rich recruiting reporting gives hiring teams better insight into working with trends, helping you refine evaluation criteria and change your recruitment procedure to get measurably much better at hiring.

Here are a few of the most popular recruitment metrics we've seen our consumers at Greenhouse leverage by adopting our software application's structured employing procedure:

- Time-to-hire and working with speed

- Offer acceptance rate

- Offer pass-through rate

- DE&I reporting

- Quality-of-hire

Structured employing supplies a much better candidate experience and improved company brand.


According to LinkedIn, business with strong employer branding see a 50% reduction in cost-per-hire and are able to 1-2 times faster than their competitors. Structured employing raises your company branding by ensuring a terrific candidate experience and showing professionalism and dedication to fairness. This, in return, helps you draw in quality candidates while embracing effectiveness.

Structured employing limitations bias and promotes variety, equity and addition (DE&I).


Structured employing guarantees that all candidates are consistently evaluated using the exact same rubric throughout the interview process. It likewise incorporates interview tools like prospect scorecards and anonymized evaluations to empower hiring groups to make more reasonable and equitable candidate contrasts. Finally, by collecting insight into all stages of the working with procedure, structured employing gives working with teams more exposure to make much better hiring decisions based on data, not intuition.
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