When you have an open function at your company, how do candidates discover out about it? There's most likely more than one answer to that concern - prospects might stumble upon a job posting on social media or a job board, they may get a referral from an existing staff member or an employer might connect to them to see if they 'd be interested in the function.
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And when a prospect reveals interest in a function, what happens after that? Generally, they'll submit an application, it will be examined by a recruiter or hiring manager and the candidate will be invited to take part in interviews or other assessments before you make a decision to extend a deal or not. All of these are potential actions in the recruiting procedure.

While it may not always look the same for each candidate, it is necessary to develop consistency and structure in your procedure for a variety of reasons (we'll get into those in a minute).

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

Recruiting procedure steps

While the specific steps can differ depending on aspects like the specific role, the company that's working with and individuals who are involved in the process (like the recruiter, employing supervisor, recruiting planner and department leader, for example), these are a few of the actions that most recruiting processes include.

Role kick-off and writing the task description


Among the first things that usually occurs is a function kick-off. This is normally a meeting in between the employer and the hiring manager where they go over topics like why the function is being produced and what an effective prospect would look like, which forms the basis of the task description. They also select the timeline for the next actions and discuss who will be accountable for which actions of the working with process. For example, the hiring supervisor will usually create the take-home evaluation while the employer will examine resumes and conduct initial screens with candidates. Note that this step may be avoided if the function is frequently repeating and the employer and hiring manager are already lined up and do not require to make modifications to the procedure or task description.

Publishing the job opening


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

Candidate sourcing


In some cases - either due to the fact that the business does not get numerous incoming applications or because they wish to ensure they have a varied candidate pool - recruiters might participate in prospect sourcing activities. This can involve using specific sourcing tools to determine and connect to prospects to notify them about the job and encourage them to apply. Many business likewise rely on sourcing when hiring for executive or highly-skilled positions.

Resume screen


As quickly as a job opening is live, interested candidates can begin to submit their applications, usually through a tool like an applicant tracking system (ATS). The resume screen is the action of the process when the recruiter examines resumes and decides whether prospects satisfy the standard criteria for a role. For instance, if the function is location-specific, they'll inspect the candidate's resume to determine if they reside in the best geographical area. In many cases, certain steps of the process can be automated, however there will generally be an employer or working with manager who makes the ultimate decision about whether a prospect passes the resume screen.

Interview scheduling


After the resume screen is total, the recruiter or recruiting organizer will generally reach out to the candidate to schedule an interview This procedure includes finding a time that works for both the job interviewer and the candidate and sharing any pertinent details the prospect will need before the interview happens.

Phone screening interview


The precise actions can vary depending on the business, but the employer will frequently perform the very first interview over the phone (referred to as a "phone screen" or "phone screening interview"). This interview usually allows the employer to dive a little much deeper into the info they learned from the candidate's resume and offers them the possibility to inform the prospect more about the function and the company. In many cases, 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 generally be welcomed for an onsite interview. In the past, this kind of interview was typically held onsite at the company's physical office (thus the name), but with the prevalent adoption of remote and hybrid work, today's onsite interviews may be kept in a virtual setting. The onsite interview generally takes longer, enters into more depth than phone screening interviews and includes conference with several individuals. When it happens in the physical office, it also lets candidates find out more about the office and office features. Many companies also utilize this as an opportunity to present candidates to their business culture and individuals outside of the direct team they 'd be dealing with. Not exactly sure what you should be asking throughout ? Here are a couple of simple suggestions for defining your interview scorecard and preparing your interviews.

Role roundup and decision-making

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Many companies likewise organize a function roundup where the secret participants in the hiring group have a chance to share their feedback on several prospects and make a decision. Even if this is not a main meeting with all members of the employing group, the hiring manager and recruiter will likely discuss who the hiring supervisor wish to extend a deal to and why.

Offer.


If you've decided you 'd like to progress with a candidate, the next action of the recruitment procedure is extending a well-crafted offer that lays out the function, responsibilities and compensation package. The employer and/or the hiring manager can be included in this step.

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

While it prevails for business to make modifications to the recruitment procedure based on the particular role and team involved, the most successful business take a really intentional method that can be duplicated throughout various roles and locations, something that's often described as "structured hiring." While the specifics can differ, typically speaking, structured hiring has three core components:

- The perfect candidate is specified by the company objectives of the job.
- A purposeful procedure and rubric is used to examine all prospects.
- Hiring choices are based upon data and evidence




This may seem like a lot of work - and it is - however the advantages far outweigh the effort it takes to establish structured hiring. Let's think about a couple of.

Structured hiring saves money and time.


Structured employing facilitates working with team cooperation and accelerates prospect feedback while permitting employers to see when candidates are stuck in an interview phase for longer durations of time. This minimizes the requirement for extended consideration and assists your team make faster and more educated hiring choices. The more effective your hiring procedure, the faster you can get new hires onboarded and productive in their functions.

Structured working with helps you become more data-driven.


Because you consistently gather data across all phases of the hiring procedure when you follow a structured technique to employing, you can rapidly determine bottlenecks and pivot as needed. Rich recruiting reporting provides employing teams better insight into hiring trends, helping you improve examination criteria and change your recruitment procedure to get measurably better at hiring.

Here are some of the most popular recruitment metrics we've seen our customers at Greenhouse utilize by embracing our software's structured hiring procedure:

- Time-to-hire and hiring speed

- Offer acceptance rate

- Offer pass-through rate

- DE&I reporting

- Quality-of-hire

Structured hiring provides a better candidate experience and improved employer brand name.


According to LinkedIn, companies with strong company branding see a 50% decrease in cost-per-hire and are able to employ employees 1-2 times faster than their competition. Structured employing elevates your employer branding by making sure a terrific prospect experience and demonstrating professionalism and commitment to fairness. This, in return, helps you draw in quality candidates while welcoming efficiency.

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


Structured employing makes sure that all prospects are regularly examined utilizing the same rubric throughout the interview procedure. It also integrates interview tools like prospect scorecards and anonymized assessments to empower hiring teams to make more reasonable and fair prospect comparisons. Finally, by collecting insight into all phases of the working with process, structured employing gives working with teams more visibility to make much better hiring decisions based on data, not intuition.