The hiring process varies depending on the industry and your specific company and needs. To best fit your company culture, you should create a hiring process specific to your company and employees. Take into account the current employees, the economic climate, the resources you have available, and the culture you want to grow within your company. Each of these factors will play a role in how you create a hiring process.
Identify the Need and Position
The first step in creating a hiring process is to identify the need and position. Perhaps you have someone that has left a position, and you now have an open position to fill. Or, your company may be growing, and you may have identified a need for a position that is currently unmet with your existing workforce. Take stock in your current team and determine the tasks that will be delegated to the new position, in addition to the budget that is allocated to the new position. Talk to the department that will house this new employee to determine how the employee will fit within the department. Learn who the new employee will report to, and what skills are needed to fulfill this position’s duties. Taking the time to fully identify the need and the position is critical to finding the right fit employee for that position.
Identify who is Involved
Once you’ve determined the position and where it fits within the company, you need to identify who will be involved in the hiring process. Decide if you’ll keep the hiring process in-house or outsource hiring to a recruitment company. Will the direct manager be involved in the interview process, or will HR be the only one conducting interviews? In a small company, will the CEO have a say in every step of the process? Determine which levels of management will be involved in each stage of the hiring process. Take into account your company size and company culture. A small startup will have a very different hiring process than a large corporation. When you’ve identified the team that will work together during the hiring process, assign roles to each member. Then, each person has a clear idea of their responsibilities during each stage of the hiring timeline.
Define and Write the Job Description
Work together with your hiring team to write a job description. Keep in mind hiring trends – employer branding is important, and many applicants want a clear understanding of your company culture before they interview. Write your job advertisement with DEI initiatives in mind as well so that you can recruit a more diverse workforce. Within your ad, you can state that you value diversity and that you hire without bias. Write a clear and simple job description with the specifications for the role.
Your job advertisement should include:
Job description including objectives, responsibilities, and department
Hours and schedule
Streamline your recruitment process as much as possible. Make the application process simple and rely on the excellent and clear job description that you’ve written. Post the ad on job boards, social networks, or via your website. Follow through with whatever recruitment processes you’ve set up – either a consulting agency, ATS, or manually tracking in-house. Review resumes as they come in and determine how the resume fits with the position you’ve posted – keeping in mind that there is more to each person than their resume. Depending on the position, you may wish to have each applicant complete our assessment and review their PIC report at this stage to determine how they will fit in with your company before you reach the interview stage of the hiring process.
The Interview Process
Once you’ve narrowed down your applicants to the few you’d like to interview, determine who will conduct the interviews within your hiring team. If just one person on the team is conducting the interview, considering recording the interview so that the other hiring team members can review the interview and make decisions on each applicant. If you’re hiring remotely, make a back-up plan, and over-communicate with each applicant to ensure that the virtual interview goes smoothly. In our PIC report, you’ll find specific interview questions tailored to each applicant’s personality style so that you can interview them with ease.
Make an Offer and Onboard
After you’ve interviewed several applicants, you may find that you’re having difficulty deciding who would fit best within your team. Our PIC report is perfectly designed to help you! You’ll discover, at a glance, the strengths that each applicant could bring to your team. You can also utilize our Team Room function, on either our web app or mobile app, to see with real-time analytics how each applicant fits in within your existing team.
Once you’ve made your decision, it’s time to make an offer. After you’ve completed any necessary background and reference checks, extend a verbal offer. Then, follow up with a formal offer letter. Detail the salary, benefits, and start date within the offer letter.
Work together with your assembled hiring team and the direct manager to create an onboarding process, and follow up with the new employee. Take time to get to know your new hire so that they feel comfortable and adjust to their new company.