Searching for the right candidate to fill an open position can be daunting. With dozens of resumes and applications, how do you ensure your team finds the best potential candidates? The key to successfully hiring the best fit for your team is knowing which steps are most important during the hiring process.
This blog post will discuss the hiring process steps that improve your team's success in selecting top talent while saving valuable time.
8 Hiring Process Steps
So, what are the steps of the hiring process? A well-organized and effective recruitment process helps companies get the best candidates for open positions. Although the hiring process may vary from company to company, it includes the eight steps listed below.
Determine Staffing Needs
Before hiring, determine what skills and qualifications are necessary for the position. Assess the current business needs and capacity of the employees. The goal should be to fill gaps or shortages in the existing workforce. Consider which job roles are essential for efficient operations and how those skills overlap with those of current employees. Research the industry standards and job requirements to ensure you are not overlooking any crucial qualities while identifying the hiring needs.
Create a Recruitment Plan & Post the Job Opening
Once you have identified the skills and qualifications needed for the role, create a recruitment plan. The hiring plan includes job requirements, required skills and qualifications, salary range, and work hours. The hiring manager may be responsible for writing the Job description before sending it to the human resources department for review. Once reviewed, you can post it along with an application form on various online job posting sites. This will enable you to reach a larger audience and attract more ideal candidates.
Begin the Process of Employee Selection
Once the applications start streaming in, the employee selection process begins. The hiring manager should review each of the applications. This is to confirm that applicants meet the job requirements and qualifications. This part of the selection process removes unqualified candidates.
Screen Resumes
This is the first step in the selection process and helps determine which qualified candidates will proceed to the assessment stage. Screening includes reviewing candidates’ education, experience, and qualifications and looking for gaps or inconsistencies in the information provided. The screening process should be unbiased, regardless of gender, age, race, or ethnicity.
After resumes have been screened and sorted, it is time to begin assessing candidates' skills. This step helps the most qualified candidates stand out from a pool of generally qualified people for the role.
Hiring teams should create a list of candidates to move on to the next stage in the hiring process. It can be helpful to have an applicant tracking system in place throughout the recruitment process, both to ensure you're hiring practices are efficient and effective and to provide a good candidate experience.
Administer Assessment Tests
Employers may administer assessments to test a candidate's skills and knowledge and determine their qualifications for the job. They replicate the tasks that the successful candidate will handle once hired; they can include written, personality, and aptitude tests to assess the applicant's aptitude for learning new skills and adapting to changing work environments.
The tests should have clear guidance to ensure correct and timely submissions. These include step-by-step instructions, deadlines, and the purpose of each test.
Conduct Interviews
After a candidate completes an assessment test, it is time to conduct interviews. The interview aims to learn more about a candidate's work experience, abilities, and knowledge, as well as their interpersonal skills and fit for the company. They can be one-on-one or group interviews in person, via video interview, or by phone interview.
Careful preparation and structuring of interview questions help employers make the most of the recruiting process. Interviews assess how a candidate will fit into the company culture. For fair and effective hiring, it's essential to keep the interview process consistent for all candidates.
Complete Background & Reference Checks
Background checks help employers uncover criminal records or discrepancies. Reference checks provide employers with an accurate picture of what it's like to work with the individual. Employers should also check previous job records to confirm the candidate's work experience or expertise. Running background and reference checks protects the employer from potential liabilities.
Make Your Selection
Once you have narrowed your candidate pool to a list of top applicants, it is time to make a selection. This requires careful consideration of the data collected from screening, interviews, and assessments. To pick the right candidate best suited for the job, consider the following criteria:
- Experience
- Skills
- Cultural fit
Although the order of these criteria will vary from company to company, they are all important factors when hiring a new employee. Once you have carefully weighed all these factors, make your selection and send an offer letter.
Alternative Hiring Solutions
While traditional hiring methods may have worked, more is needed to ensure a safe and compliant workplace. Alternative hiring solutions are necessary for employers to protect their businesses and employees. They include the following options.
PEO
A professional employer organization (PEO) is a co-employer business model that provides employers with comprehensive HR solutions to lease and manage employees. PEOs provide payroll, employee benefits, worker's compensation insurance, and hiring assistance. They help employers reduce costs, increase efficiency, simplify hiring new employees, and help with the onboarding process.
EOR
An employer of record (EOR) is a solution for employers who need to hire employees in countries other than the one they are in. With an EOR, employers can outsource the management of their international employees to a third party. An EOR manages all aspects of employment, including payroll and taxes, benefits, and compliance with local laws.
ASO
An administrative services organization (ASO) is a business solution to help employers manage their HR, payroll, and benefits needs. Unlike PEOs, ASOs do not operate under a co-employment model, meaning that employers remain the employer of record. They are, therefore, responsible for all legal obligations.
Staffing Agency
A staffing agency is an organization that connects employers with potential new hires. It's also referred to as a recruitment agency. Staffing agencies can help employers find the best talent for their organization. Recruiters conduct searches, evaluate candidates, and handle the entire hiring process.
Hiring Is Easier With Revelo
Revelo is the perfect match for companies seeking to streamline their hiring process. Our end-to-end staffing solution gives you access to the best software engineering talent. With our efficient and reliable process, companies no longer have to worry about screening resumes or spending time on back-to-back interviews.
You tell us your needs, and we’ll provide you with a shortlist of candidates within days. You choose your candidate, and we handle the rest, from HR onboarding and payroll to local compliance and best-in-class benefits. Streamline your hiring process today by contacting us and getting the help you need to build your development team.
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