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What is A Hiring Process? > 자유게시판
What is A Hiring Process?
작성일작성일: 2025-06-25 01:18When you have an open role at your business, how do candidates discover it? There's probably more than one response to that concern - candidates may discover a job publishing on social media or a task board, they may get a referral from an existing staff member or an may reach out to them to see if they 'd have an interest in the role.
And when a prospect reveals interest in a role, what happens after that? Generally, they'll submit an application, it will be reviewed by a recruiter or working with supervisor and the candidate will be welcomed to get involved in interviews or other evaluations before you make a decision to extend an offer or not. All of these are possible steps in the recruiting procedure.
While it may not always look the very same for each candidate, it is necessary to produce consistency and structure in your procedure for a number of reasons (we'll get into those in a minute).
First, let's look a little bit more carefully at some of the common steps of the recruiting process.
Recruiting procedure actions
While the exact actions can differ depending upon elements like the particular role, the business that's working with and individuals who are included in the procedure (like the recruiter, working with manager, recruiting organizer and department leader, for example), these are some of the actions that most hiring processes consist of.
Role kick-off and composing the task description
One of the very first things that generally occurs is a function kick-off. This is usually a conference between the recruiter and the hiring supervisor where they talk about topics like why the role is being created and what a successful prospect would look like, which forms the basis of the job description. They also select the timeline for the next actions and discuss who will be accountable for which actions of the working with procedure. For instance, the hiring supervisor will normally develop the take-home assessment while the recruiter will review resumes and perform preliminary screens with prospects. Note that this step may be avoided if the role is frequently recurring and the recruiter and hiring supervisor are currently aligned and don't need to make modifications to the procedure or task description.
Publishing the job opening
Once the recruiter and hiring supervisor are lined up on the job description and timeline (and they have actually gotten any approvals needed from the finance group, department head or the CEO), they can publish the task opening. This will typically be on the company's profession website along with on external job boards. If the role is open to internal applicants, it will likewise be released on the company's internal job board.
Candidate sourcing
In some cases - either because the company does not get many incoming applications or because they wish to guarantee they have a diverse candidate swimming pool - employers might participate in candidate sourcing activities. This can involve using particular sourcing tools to determine and connect to prospects to notify them about the job and encourage them to use. Many business likewise depend on sourcing when recruiting 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 procedure when the recruiter reviews resumes and decides whether candidates satisfy the standard criteria for a function. For example, if the role is location-specific, they'll inspect the prospect's resume to figure out if they live in the right geographical area. Sometimes, specific steps of the process can be automated, however there will generally be a recruiter or working with manager who makes the ultimate decision about whether a candidate passes the resume screen.
Interview scheduling
After the resume screen is complete, the recruiter or hiring planner will typically connect to the candidate to arrange an interview This procedure involves finding a time that works for both the job interviewer and the prospect and sharing any appropriate details the candidate will require before the interview takes place.
Phone screening interview
The exact actions can differ depending upon the business, but the recruiter will often conduct the first interview over the phone (referred to as a "phone screen" or "phone screening interview"). This interview generally permits the recruiter to dive a little deeper into the details they gained from the candidate's resume and provides them the chance to tell the candidate more about the role and the business. In some cases, the hiring supervisor will conduct 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 typically be invited for an onsite interview. In the past, this type of interview was usually held onsite at the business's physical office (thus the name), however with the prevalent adoption of remote and hybrid work, today's onsite interviews may be kept in a virtual setting. The onsite interview usually 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 discover more about the work environment and workplace functions. Many companies also utilize this as an opportunity to introduce candidates to their company culture and individuals outside of the direct team they 'd be dealing with. Uncertain what you should be asking throughout interviews? Here are a couple of easy pointers for specifying your interview scorecard and preparing your interviews.
Role roundup and decision-making
Many companies also arrange a role roundup where the secret participants in the hiring group have a chance to share their feedback on a number of candidates and decide. Even if this is not a main conference with all members of the working with group, the hiring supervisor and recruiter will likely discuss who the hiring manager wish to extend a deal to and why.
Offer.
If you have actually chosen you 'd like to move on with a candidate, the next step of the recruitment process is extending a well-crafted deal that outlines the role, obligations and compensation package. The recruiter and/or the hiring supervisor can be associated with this action.
Why is it so important to get your recruiting process right?
While it's common for business to make adjustments to the recruitment procedure based upon the particular function and team included, the most successful business take an extremely deliberate method that can be duplicated throughout various 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 perfect candidate is specified by the business goals of the task.
- An intentional process and rubric is utilized to assess all prospects.
- Hiring decisions are based upon information and evidence
This might seem like a great deal of work - and it is - but the benefits far surpass the effort it requires to set up structured hiring. Let's consider a couple of.
Structured hiring conserves money and time.
Structured hiring facilitates working with group collaboration and accelerates candidate feedback while permitting recruiters to see when prospects are stuck in an interview phase for longer amount of times. This lowers the requirement for prolonged deliberation and assists your group make faster and more informed hiring choices. The more efficient your hiring process, the quicker you can get brand-new hires onboarded and productive in their roles.
Structured employing assists you end up being more data-driven.
Because you consistently gather information throughout all stages of the hiring procedure when you follow a structured technique to hiring, you can rapidly identify traffic jams and pivot as needed. Rich recruiting reporting gives hiring teams much better insight into hiring patterns, assisting you improve evaluation criteria and change your recruitment process to get measurably better at working with.
Here are a few of the most popular recruitment metrics we've seen our customers at Greenhouse utilize by embracing our software application's structured working with process:
- Time-to-hire and working with speed
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