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When you have an open role at your business, how do candidates discover out about it? There's probably more than one answer to that question - candidates might discover a job posting on social media or a task board, they might get a recommendation from an existing employee or an employer might reach out to them to see if they 'd have an interest in the function.

And as soon as a candidate expresses interest in a function, what occurs after that? Generally, they'll send an application, it will be evaluated 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 prospective steps in the recruiting procedure.

While it may not always look the exact same for each prospect, it's crucial to develop consistency and structure in your process for a variety of factors (we'll get into those in a minute).

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

Recruiting process steps

While the precise steps can differ depending on elements like the specific role, the company that's hiring and individuals who are associated with the procedure (like the employer, employing supervisor, hiring coordinator and department leader, for instance), these are a few of the steps that the majority of hiring procedures include.

Role kick-off and composing the job description

Among the first things that generally takes place is a function kick-off. This is usually a meeting in between the recruiter and the hiring manager where they talk about topics like why the role is being produced and what a successful prospect would appear like, which forms the basis of the job description. They likewise choose the timeline for the next steps and discuss who will be accountable for which steps of the working with procedure. For instance, the hiring manager will generally design the take-home assessment while the recruiter will examine resumes and conduct initial screens with candidates. Note that this step may be avoided if the function is routinely recurring and the employer and employing supervisor are currently lined up and do not need to make changes to the procedure or task description.

Publishing the task opening

Once the recruiter and employing supervisor are lined up on the job description and timeline (and they've gotten any approvals required from the financing team, department head or the CEO), they can publish the job opening. This will usually be on the company's career website as well as on external job boards. If the function is open to internal applicants, it will also be published on the business's internal task board.

Candidate sourcing

In many cases - either because the business does not get many incoming applications or due to the fact that they wish to guarantee they have a diverse prospect pool - employers might engage in prospect sourcing activities. This can include utilizing specific sourcing tools to recognize and connect to prospects to inform them about the task and motivate them to apply. Many business also depend on sourcing when hiring for executive or highly-skilled positions.

Resume screen

As soon as a task opening is live, interested candidates can begin to submit their applications, usually through a tool like a candidate tracking system (ATS). The resume screen is the action of the process when the recruiter evaluates resumes and chooses whether prospects meet the standard criteria 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 best geographical area. In many cases, particular actions of the process can be automated, but there will normally be an employer or employing manager who makes the supreme choice about whether a candidate passes the resume screen.

Interview scheduling

After the resume screen is total, the recruiter or hiring coordinator will typically reach out to the prospect to schedule an interview This process involves discovering a time that works for both the job interviewer and the prospect and sharing any relevant details the prospect will require before the interview happens.

Phone screening interview

The specific actions can vary depending on the company, but the employer will often perform the very first interview over the phone (described as a "phone screen" or "phone screening interview"). This interview usually enables the employer to dive a little deeper into the details they learned from the prospect's resume and provides them the chance to inform the candidate more about the function and the company. Sometimes, the hiring supervisor will perform 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 typically be welcomed for an onsite interview. In the past, this type of interview was usually held onsite at the business's physical office (for this reason the name), but with the prevalent adoption of remote and hybrid work, today's onsite interviews may be held in a virtual setting. The onsite interview generally takes longer, goes into more depth than phone screening interviews and includes conference with numerous individuals. When it happens in the physical office, it also lets candidates find out more about the workplace and office features. Many business likewise utilize this as an opportunity to introduce prospects to their company culture and people outside of the direct team they 'd be working with. Not exactly sure what you should be asking during interviews? Here are a couple of simple suggestions for defining your interview scorecard and preparing your interviews.

and decision-making

Many companies also organize a function roundup where the key participants in the employing group have an opportunity to share their feedback on numerous candidates and make a choice. Even if this is not a main meeting with all members of the employing group, the hiring supervisor and employer will likely discuss who the hiring supervisor want to extend an offer to and why.

Offer.

If you've decided you want to progress with a candidate, the next step of the recruitment process is extending a well-crafted offer that outlines the role, obligations and settlement package. The recruiter and/or the hiring manager can be associated with this step.

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

While it prevails for companies to make adjustments to the recruitment process based upon the specific role and team involved, the most effective business take a really deliberate method that can be repeated across different roles and geographies, something that's frequently referred to as "structured hiring." While the specifics can differ, normally speaking, structured hiring has three core elements:

- The ideal candidate is specified by the company goals of the job.

- A purposeful procedure and rubric is used to evaluate all prospects.

- Hiring decisions are based on data and evidence

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

Structured employing saves money and time.

Structured employing facilitates working with group cooperation and expedites candidate feedback while enabling employers to see when prospects are stuck in an interview phase for longer time periods. This minimizes the requirement for prolonged consideration and helps your team make faster and more educated hiring choices. The more efficient your hiring process, the quicker you can get new hires onboarded and productive in their roles.

Structured employing helps you become more data-driven.

Because you consistently collect information throughout all phases of the employing procedure when you follow a structured method to hiring, you can quickly recognize traffic jams and pivot as required. Rich recruiting reporting gives employing groups better insight into hiring patterns, assisting you refine evaluation requirements and adjust your recruitment procedure to get measurably much better at working with.

Here are some of the most popular recruitment metrics we've seen our consumers at Greenhouse leverage by adopting our software's structured working with procedure:

- Time-to-hire and hiring speed

- Offer approval rate

- Offer pass-through rate

- DE&I reporting

- Quality-of-hire

Structured employing supplies a better prospect experience and improved company brand.

According to LinkedIn, companies with strong company branding see a 50% reduction in cost-per-hire and have the ability to employ staff members 1-2 times faster than their competitors. Structured working with raises your employer branding by ensuring a terrific prospect experience and demonstrating professionalism and dedication to fairness. This, in return, helps you draw in quality prospects while accepting efficiency.

Structured hiring limitations predisposition and promotes variety, equity and inclusion (DE&I).

Structured working with makes sure that all prospects are consistently evaluated utilizing the exact same rubric throughout the interview procedure. It likewise includes interview tools like prospect scorecards and anonymized evaluations to empower working with teams to make more fair and fair candidate comparisons. Finally, by collecting insight into all phases of the employing procedure, structured hiring gives working with groups more exposure to make better hiring decisions based on information, not instinct.