Select and recruit
An end-to-end process for HR Recruitment professionals and Hiring Managers to create a successful hiring process.
Build your Employer Branding strategy to make your organization as appealing and attracting as possible for future hires. The strategy should refer to:
Content relevant to your audience
Frequency (consider posting 2 – 3 times per week for a better exposure)
Channels: website/career page, social media
Ways to measure engagement
Build the hiring strategy and create the roadmap for an ideal candidate experience. Craft a staffing plan together with the hiring manager, including:
Roles and responsibilities
Nice-to-have and must-have skills and traits
Deliverables & targets
Work schedule and location (part time / full time / flexible / freelance / remote / office / hybrid remote and office)
Timeline for hiring
Check to see if a referral staff program is in place and could apply
Get input from all important and relevant stakeholders
Draft the Job Description using the above, in a concise yet clear and descriptive way, compelling manner. The JD should have either a professional or a friendly tone, depending on your organization.
Defining your tone of voice is important not just in how you form relationships with customers, but also with employees and other stakeholders. To identify your organization’s tone, refer to this resource.
Set up an ATS or review settings where applicable.
Promote the Job Opening on the most relevant:
Job boards to your industry
Website on career page
Social media where applicable
If appropriate, consider outside the box channels, i.e. quora, reddit, IT forums for IT specialists
Test how easy it is for applicants to find your opening and apply, and make changes if needed
Source inactive candidates identifying where they are used to interact most often and engage them.
Review all applicants and determine next steps
If ATS is available, review the statuses
Notify all applicants that do not fit the position
Schedule first round interviews with the shortlisted candidates.
Prepare and coordinate internally with the candidates and other stakeholders.
Devise an interview questionnaire to further qualify the best talent matching your hiring criteria.
Conduct interviews and determine top candidates, record relevant info, and compile candidate profile for the hiring manager.
Perform a background check if necessary. This should include:
Pre-employment medical tests
Conduct an assessment to further identify and evaluate if your selected candidates meet the standards:
Behavior testing, i.e. DISC for reading personality key traits
Competency or skills testing, i.e. coding or hacking a system for IT personnel
Review together with the hiring manager the applications of the candidates that were selected for a further interview. Schedule a follow up interview between the candidate and hiring manager.
After the interview, agree with the hiring manager for the following:
Give negative but constructive feedback, check to see if they will still be open for a different position later. If not, destroy their data records and keep proof of that.
Offer the job to them, coordinate on the next steps for the onboarding.