10 Steps of the hiring process!
Are you implementing a new hiring process? In this post, we discuss the basic 10 steps of the hiring process so you can easily implement and integrate into your organisation.
1. IDENTIFY THE ORGANISATIONAL NEED
Whether you need an entirely new position, or maybe you’re hiring for a recently vacated role, you’ll need to identify what you’ll require from the need and which role can best fulfil these needs.
2. WRITE THE JOB DESCRIPTION
Once you’ve identified the job needs, you can carry out identifying the specifications of the role and compiling these requirements into a job description. A job description is to communicate to candidates the skills, qualifications, personal characteristics, experience, salary and benefits are required for the role. Likewise, this also gives you a checklist that candidates are required to meet when whittling down the candidate pool.
3. ADVERTISE THE POSITION
Advertise your role internally as well as externally. This serves two purposes:
- You’ll increase your talent pool by external advertising. Your job posting will reach a larger pool of candidates who can bring new fresh ideas to the company as well as new skills.
- By limiting to only internal hiring, you could possibly open yourself up to indirect discrimination against sex or race which is underrepresented in the workplace.
You can advertise your role by using job postings, your social media, your website, job fairs and even local newspapers!
You can find out more about this stage here.
4. REVIEW APPLICANTS
Once you’ve advertised the role you’ll next need to review all the applicants. If the candidate pool is large it can take a very long time to review each applicant. However, many companies who have large hiring pools use Applicant Tracking Systems, otherwise known as ATS’s.
5. INITIAL SCREENING WITH A PHONE INTERVIEW OR VIDEO
HR teams will initially reach out to successful candidates by a phone call. However as technology enables a more automated process to speed up the hiring process, many companies are even turning to one-way video interviewing at this stage.
Most of us will have experienced an in-person interview. Usually with one or two interviewers.
If the candidate position isn’t entry-level, it is common to be interviewed multiple times. This can be escalated to more senior staff with each interview.
Group interviews are common in entry-level positions. This is to save time and money within the recruitment process.
We touched upon this earlier, but video interviews are a fantastic way to speed up the recruitment process while reducing costs. Some companies even allow candidates to rerecord videos if they are extremely nervous.
HR teams can easily review the footage of the video interviews and decide which candidates should move into the next stage in the hiring process. We will talk more on video interviews in upcoming blog posts.
7. APPLICANT ASSESSMENT
Some roles require competency tests to choose the best person for the role.
8. BACKGROUND AND REFERENCE CHECK
This stage is a great time to carry out background checks and decide whether an application is legitimate. Checks include screening for criminal records, a DBS check for roles who work with children and the employment history should also be checked too by calling references.
Decide your candidate! And choose a runner up as a backup choice if the first choice candidate falls through.
10. OFFER THE JOB
If your candidate accepts the role, you can then call other candidates and inform them they did not get the role.
IMPLEMENTING THE 10 STEPS OF THE HIRING PROCESS
We hope that by implementing these 10 steps into your hiring process, you can reduce your recruitment time and find top talent for the role. Good luck!