When you have an open function at your company, how do candidates discover it? There's probably more than one answer to that concern - candidates may encounter a job publishing on social networks or a task board, they might get a referral from an existing worker or an employer might reach out to them to see if they 'd be interested in the role.

And when a candidate expresses interest in a role, what happens after that? Generally, they'll submit an application, it will be examined by an employer or working with manager and the candidate will be invited to take part in interviews or other evaluations before you decide to extend an offer or not. All of these are potential actions in the recruiting procedure.
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While it might not always look the exact same for each candidate, it is necessary to develop consistency and structure in your procedure for a number of reasons (we'll get into those in a minute).

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

Recruiting procedure steps

While the exact actions can differ depending on elements like the particular role, the company that's working with and the individuals who are involved in the process (like the employer, employing manager, recruiting coordinator and department leader, for example), these are a few of the steps that many recruiting processes consist of.

Role kick-off and composing the job description


One of the very first things that usually takes place is a role kick-off. This is generally a conference in between the recruiter and the hiring manager where they discuss topics like why the function is being created and what an effective 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 employing procedure. For instance, the hiring supervisor will typically create the take-home assessment while the recruiter will review resumes and carry out preliminary screens with prospects. Note that this action might be skipped if the function is frequently recurring and the recruiter and hiring manager are currently lined up and do not require to make adjustments to the procedure or job description.

Publishing the job opening


Once the employer and employing supervisor are lined up on the task description and timeline (and they have actually gotten any approvals required from the finance team, department head or the CEO), they can publish the task opening. This will typically be on the business's profession website in addition to on external task boards. If the role is open to internal candidates, it will likewise be published on the company's internal task board.

Candidate sourcing


In many cases - either because the company does not get many inbound applications or since they 'd like to ensure they have a diverse prospect pool - employers might participate in candidate sourcing activities. This can include using specific sourcing tools to identify and connect to candidates to inform them about the task and encourage them to apply. Many companies also count on sourcing when hiring for executive or highly-skilled positions.

Resume screen


As quickly as a task opening is live, interested prospects can begin to send their applications, usually through a tool like a candidate tracking system (ATS). The resume screen is the step of the procedure when the employer evaluates resumes and decides whether prospects satisfy the standard requirements for a function. For example, if the function is location-specific, they'll check the prospect's resume to determine if they reside in the right geographical area. Sometimes, certain actions of the procedure can be automated, but there will usually be a recruiter or working with supervisor who makes the supreme decision about whether a candidate passes the resume screen.

Interview scheduling


After the resume screen is total, the recruiter or hiring coordinator will normally connect to the candidate to schedule an interview This process involves discovering a time that works for both the job interviewer and the prospect and sharing any pertinent information the candidate will require before the interview takes location.

Phone screening interview


The precise actions can vary depending on the company, but the recruiter will typically conduct the very first interview over the phone (referred to as a "phone screen" or "phone screening interview"). This interview usually enables the recruiter to dive a little deeper into the info they gained from the prospect's resume and provides the opportunity to tell the prospect more about the function and the company. Sometimes, the hiring manager will conduct a phone screening interview, either before or after the employer.

Onsite interview.


After the prospect has actually passed the phone screening interview or series of interviews, they will normally be welcomed for an onsite interview. In the past, this type of interview was typically held onsite at the company's physical workplace (thus the name), however with the extensive adoption of remote and hybrid work, today's onsite interviews might be kept in a virtual setting. The onsite interview typically takes longer, goes into more depth than phone screening interviews and involves conference with a number of people. When it takes location in the physical office, it also lets prospects discover more about the work environment and workplace functions. Many companies likewise use this as a chance to present prospects to their business culture and people beyond the direct team they 'd be dealing with. Uncertain what you should be asking during interviews? Here are a few simple ideas for defining your interview scorecard and planning your interviews.

Role roundup and decision-making


Many business also organize a role roundup where the key participants in the employing team 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 working with team, the hiring manager and employer will likely discuss who the hiring supervisor would like to extend a deal to and why.

Offer.


If you've decided you wish to move forward with a candidate, the next action of the recruitment procedure is extending a well-crafted deal that lays out the function, responsibilities and . The employer and/or the hiring supervisor can be associated with this step.

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

While it's typical for business to make changes to the recruitment procedure based on the particular role and group involved, the most successful business take a very deliberate method that can be repeated across different functions and locations, something that's typically referred to as "structured hiring." While the specifics can vary, generally speaking, structured hiring has three core elements:

- The ideal candidate is specified by the company objectives of the task.
- An intentional process and rubric is utilized to examine all prospects.
- Hiring choices are based on information and evidence




This may seem like a lot of work - and it is - but the benefits far outweigh the effort it takes to establish structured hiring. Let's consider a couple of.

Structured employing saves money and time.


Structured working with facilitates employing team collaboration and speeds up prospect feedback while enabling employers to see when prospects are stuck in an interview stage for longer amount of times. This lowers the need for extended consideration and assists your team make faster and more informed hiring choices. The more efficient your hiring process, the faster you can get brand-new hires onboarded and efficient in their functions.

Structured employing assists you become more data-driven.


Because you regularly gather information across all phases of the employing process when you follow a structured technique to employing, you can rapidly determine bottlenecks and pivot as needed. Rich recruiting reporting provides working with teams much better insight into employing patterns, assisting you fine-tune evaluation requirements and change your recruitment process to get measurably better at hiring.

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

- Time-to-hire and hiring speed

- Offer approval rate

- Offer pass-through rate

- DE&I reporting

- Quality-of-hire

Structured hiring supplies a better prospect experience and improved employer brand.


According to LinkedIn, business with strong company branding see a 50% decrease in cost-per-hire and are able to hire staff members 1-2 times faster than their competitors. Structured working with raises your company branding by ensuring a terrific candidate experience and demonstrating professionalism and dedication to fairness. This, in return, assists you bring in quality candidates while accepting performance.

Structured working with limitations bias and promotes variety, equity and inclusion (DE&I).


Structured employing guarantees that all candidates are consistently examined using the same rubric throughout the interview procedure. It likewise incorporates interview tools like prospect scorecards and anonymized assessments to empower working with teams to make more fair and fair candidate contrasts. Finally, by collecting insight into all phases of the working with process, structured employing offers hiring groups more visibility to make much better hiring decisions based upon data, not instinct.
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