Each of the steps of the recruitment and selection process (starting from the initial decision to fill a position and ending at a successful employee start) has quality elements to it. As one of the persons responsible for a quality outcome, we hope you will benefit from the information provided at each step of the process. The information contains key tips and
recommendations for building quality in at EVERY step, which can increase the likelihood of getting a great employee at the end of the process. These materials are a work in progress and continuously evolving based on your feedback and best practices. Please forward your constructive comments and improvement suggestions to Julane Cappo, Associate Director of Human Resources, at . This is the step
during which the work is reviewed and decisions are made about how to accomplish all the work that needs to be completed. The outcome of this step is a clear definition of how work will be accomplished most efficiently (in terms of timing and cost) and effectively (in terms of quality, quantity, and customer satisfaction). More information on job design A position description is the formal document that
describes a job. Position descriptions should be updated as often as key responsibilities change, and reviewed no less than every five years. This section includes guidance on using the People Admin position management process. More information on writing a job description Selection committee members should be as diverse as possible in order to represent a variety of perspectives
regarding a particular position incumbent or requirements. The committee may be comprised of supervisors, peers, clients/customers, or other key stakeholders. It is important that each member of the committee be a willing and committed participant. More information on forming a selection committee Quality recruiting results in a quality applicant pool. The purpose of
any recruiting effort is to cast a wide net in places where there are likely to be high-quality applicants. This area includes specific information on filling out the Posting Request form within PageUp. Learn more about recruiting The quantitative criteria are those items which enable a clear go/no-go decision based on each candidate’s application materials and other submitted documents (e.g., does this person have the appropriate degree?). Learn more about the initial screening of candidates Phone, video, or other pre-interview options (e.g., reference letters, additional criteria, job or work samples, etc.) can help you manage your recruiting costs, and also be very effective in differentiating among your remaining candidates. It is at this stage that you can begin to assess some of the qualitative criteria (oral communication, sense of humor, clarity of thought and reasoning, etc.) that were not able to be determined in Step 5. Learn more about these options The search chair or committee should identify a reasonable set of activities for the campus visit (who to meet with, room scheduling, presentation times announced, etc.) and ensure that all interested parties are aware of the arrangements. Please ensure that all campus employees (and any others) who will participate in the campus visit process are aware of the interview guidance included in this section. More information about in-person interviews If there is agreement over an applicant chosen for hire, you will need to clearly identify the rationale for the choice, and ensure that all proper approvals and final details (including reference or background checks) are completed. Learn more about making a recommendation for hire The candidate may expect to negotiation on any number of items: starting salary, starting date, years of credit, vacation time, relocation costs (must be more than 120 miles from Marquette), pre-scheduled time off, etc. In order to prepare for a successful offer (and acceptance), do your homework on what you can be flexible with. Learn more Step 10: Documentation and Record KeepingDocumentation and record-keeping are critical parts of each step of the search process. Learn more about our recommendations on these here Step 11: Onboarding and Preparing for New HireIt is a good idea to assign one person to be the contact person with the new hire. If the contact person is someone other than the person who made the offer, someone from the selection committee is a next-best option. Learn more about preparing for your new hire What could recruiters do if they didn’t spend half their time screening and scheduling applicants? With AI and automation removing many time-consuming tasks from a recruiter’s day, recruiters will find themselves with more time to focus on different parts of the TA organization. They can be especially effective as advisors and coaches to hiring managers; helping them through the hiring process and keeping them focused on candidates. What are the steps of the hiring process?Here are the five distinct phases during the hiring process that recruiters can assist hiring managers with: opening the requisition, screening the applicants, interviewing the candidates, selecting the best, and making the offer. 1. Opening the RequisitionWhen opening a requisition, recruiters should set deadline expectations and lay out a map of the hiring process. Deadlines help keep hiring managers focused on hiring, and a process map allows them to see what they should focus on at each phase. It’s also a good time for recruiters to review EEOC regulations and answer any initial questions hiring managers have around the recruiting process or how your organization successfully hires. These will provide a solid foundation to build off of when recruiters get to the more ambiguous areas of the hiring process like interviewing and selecting. This is also the chance to get insight into the position they’re creating. It’s easy for a hiring manager to have a long list of responsibilities and candidate skills. Recruiters can help hiring managers refine that list to the skills necessary for job success, and translate those skills into the job description. This prep phase is also a great time to work on “knockout questions” for candidate screens. These questions, whether implemented in a phone screen or OnDemand interview, can help sort out candidates who don’t meet the skillsets or competencies for the job. Here are a few suggestions:
How Video Interviewing Makes Recruiters More Strategic It’s also the best opportunity to establish a communication style and cadence. Recruiters need to develop a communication schedule with hiring managers — such as weekly or daily updates — and whether to check in over the phone, via email, or in person. 2. Screening the ApplicantsWhile hiring managers aren’t as actively engaged in the screening process, they still have oversight on which candidates to select for interviews. This is the time for recruiters to keep the hiring manager from developing tunnel vision and check their candidate selections. Recruiters can use the screening phase to build trust with a hiring manager by communicating why specific candidates would be good fits. Your recruiters should also use this time to push back on dispositions and selections. Recruiters can press hiring managers about why they like or dislike candidates and help them reflect on their choices. This compels the hiring manager to consider whether they believe a candidate is a good fit, or if they like them on a personal level. 3. Interviewing the CandidatesThe next advisory interaction with a hiring manager will likely be during the interviewing phase after recruiters have screened and recommended candidates. They should ensure that the manager’s process is consistent across each interview, and that they aren’t asking the same questions from the phone screen or video interview. This is the time to go over any red flags the candidate might have given off — such as vague or short responses — that deserve more probing. While going over interview topics, review what questions they can and can’t ask and make sure they understand EEOC compliance. It’s also the right time to gauge their comfort level going into the interview. While a veteran hiring manager may know what they’re doing, a newer manager might not be as equipped for the process. One of the most valuable services your recruiters can provide is training them to keep the interview directed but still conversational. Your recruiters should coach their hiring managers on developing a focus and objectives for interviews that reveal skills and aptitudes. Interviews without clear objectives can easily turn into a conversation that covers different topics and different information with each different candidate. It's very hard to compare those candidates objectively and this often leads to biased decisions. 4. Selecting the BestWhen it comes to selecting candidates, recruiters have less influence but can still be an advisor to their hiring manager. They can create the most value by helping hiring managers avoid biased choices or becoming tunnel visioned on a specific candidate. If that candidate drops out or takes another offer, the hiring manager needs to have backup options. If a hiring manager seems biased towards a candidate, recruiters should check in with them about why they like that candidate. Hiring managers can be biased for any number of reasons: they could have similar life experiences, similar hobbies, or just have a good rapport. Recruiters can assess for bias by gauging how clearly their hiring manager can articulate — from background info and interview answers — the candidate’s job fit. If they can’t make this statement clear, then there’s a good chance bias is playing a role in their choice. How AI Helps Us Overcome Bias Your recruiters should also debrief and advise managers after interviews to refocus them on what important skills or traits they saw in a candidate. If the candidate was interviewed in a panel, recruiters can include that panel to provide a more complete candidate picture. Don’t look for consensus when debriefing an interview panel. Instead find out what about the candidate stood out to each interviewer. When you hire to a consensus, you hire to an average. 5. Making the OfferWhen setting up the offer packet, recruiters can coach hiring managers behind the scenes on how to approach the verbal offer and what to discuss outside of salary. When it comes to salary negotiations, it helps the hiring manager to discuss salary in a range instead of a hard number. This is a great time to reinforce your employer value proposition. Recruiters should remind the hiring manager to sell the whole organization (benefits, culture, and office perks) to keep the candidate engaged and interested. By the time they get to the offer, candidates should be thinking “I want to work here.” At that point, the paperwork is just sealing the deal. If your hiring managers are trying to sell them on the company at the end, they may have missed opportunities earlier in the process. While coaching hiring managers can be a daunting task, it will make recruiters an invaluable asset to the hiring process. They’ll have a strong impact on hire quality by championing the best candidates and helping hiring managers avoid biased choices. More importantly, they’ll help hiring managers create a great candidate experience by showing candidates that their time and skills are valued. About the Authors John Grotegut is the Head of Global Talent at HireVue. He leverages over 18 years of talent building experience to help build HireVue one amazing person at a time.
Morgan Powell is the Recruiting Manager at HireVue. She works with hiring managers at all levels of the organization to source, develop, and select great talent to meet business goals. What are the 5 stages of the selection process?The selection process consists of five distinct aspects:. Criteria development. ... . Application and résumé review. ... . Interviewing. ... . Test administration. ... . Making the offer.. What are the steps to follow in the selection process?8 steps of the selection process for hiring employees. Application.. Resume screening.. Screening call.. Assessment test.. In-person interviewing.. Background checks.. Reference checks.. Decision and job offer.. What are the 5 ways in sourcing a talent?10 Candidate Sourcing Strategies to Find Top Talent. Align with your hiring managers.. Sourcing candidates from your ATS.. Diversify candidate sourcing channels.. Include offline recruitment methods.. Utilize your employees' networks for sourcing candidates.. Source candidates for roles you don't have open yet.. What are the six 6 steps in selection process in any order?How to Create An Employee Selection Process?. Announcing The Job. ... . Reviewing Candidate Applications. ... . Conducting Initial Candidate Screening. ... . Conducting In-person Interviews. ... . Making Final Candidate Selection. ... . Testing The Candidate.. |
