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Our interview intelligence guides you through the entire interview process, so you find your next great teammate—effectively and equitably.
“Having the ability to record and share interview clips with our hiring teams has been a game-changer in getting good candidates into the process and speeding up our time to hire.”
“Pillar is a huge opportunity for us to be completely confident about the fairness and effectiveness of our assessments. It is an invaluable tool for coaching, developing and supporting our newer interviewers on the team.”
Developing an effective hiring process is every company’s goal as it directly affects the quality of your team. Many hiring managers follow set hiring process steps to ensure that they are covering all of the most important parts of recruitment. As you consider how to develop your recruitment strategy, what are some of the most important steps in an effective recruitment process? Steps may include the following:
1. Define the Job Requirements: This means that before you begin, you mist first identify the skills and qualities that you need in a candidate to fulfill the needs of the role. This is important for setting expectations and narrowing down your list of candidates.
2. Source Candidates: There are several ways to source high-quality candidates, including job postings, employee referrals, recruitment agencies, and professional networks like LinkedIn. You may also consider using recruitment software as one of your selection process steps, depending on your industry.
3. Screen Resumes: After receiving applications, it’s necessary to go through them carefully to identify the best-fit candidates who have the necessary qualifications for the job. Using interview intelligence software, like Pillar’s, can enable you to sort your resumes and screen candidates effectively from the beginning.
4. Conduct Interviews: Once you’ve identified potential candidates, you’ll need to set up interviews and ask questions related to their experience and background that are pertinent to the role they are applying for. You may also consider an earlier step of pre-screening interviews to weed out potential candidates who are less qualified for the position.
5. Assess Their Skills: Depending on the job requirements, you may need to assess their technical skills or give your final candidates a test to assess their problem-solving capabilities. Consider carefully whether you will use working interviews, however. Some candidates may resent being asked to do, what they may feel to be “free work.”
6. Check References: Before making a final decision, talk to the former colleagues and employers of the candidate to verify their work experience and qualifications. It can also be helpful beyond simple verification to hear your candidates’ references tell you more about their experience and work history.
7. Make an Offer: Once you’ve found the right person for the job, make them an offer that is competitive with industry standards and take into account their qualifications and experience.
8. Onboard the Employee: After the candidate accepts your offer, provide them with relevant company information and ensure a smooth transition to the new role. If you have a systematic onboarding program in place, this can help to ensure that your employees’ onboarding is consistent across the board.
Following these selection process steps will help you to provide a consistent hiring process and determine the best-qualified candidate for the role. It’s important to remember that the process can take some time, but it is essential for building a strong team and culture. Continue reading for more detailed information on developing an effective hiring process that allows you to build a strong team.
Looking for an effective hiring process example to use as a model for your own hiring process? While a simple internet search could probably provide you with some solid stories, allow is to present an example of a clear hiring process timeline which you can use as your supplementary hiring process checklist.
An effective hiring process should include four main stages: initial screening, interviews, background checks, and onboarding. Your process will also be broken down into more detailed stages, as laid out above, but these are the main steps to be aware of.
In the first stage, your initial screening, you’ll be weeding through your candidates and determining who goes on to the next stage. You’ll want to pare down your list as much as possible so that you eventually have only a handful of candidates moving forward. After all, in the end you will likely only hire one, at least on this round of hiring. In the initial screening step, you’ll be reviewing job applications and resumes to identify candidates with the skills and qualifications that meet the needs of the position. This is also a good time to weed out any unqualified applicants or those who are not a good fit for the company's culture.
The next step is interviewing. The interview step should involve meeting with potential candidates in person or via video or phone calls. This is an opportunity to get to know the candidate better, ask questions, and determine if they have the skills necessary for the job. Many candidates believe that the interview is the most important step because, for them, it is the main one that they are involved in. What they often don’t realize is that much is taking place behind the scenes both before and after the interview process which they often do not see.
Once you have identified a few candidates that seem like a good match for the position, it's important to conduct thorough background checks. This includes verifying their qualifications, references, and work history to ensure they are the right fit for the job. Companies have been known to accidentally hire people who are either faking their work history or padding their resume but are ultimately unable to do the work required of the position. A company that does its due diligence should not have this experience.
The final stage of the hiring process is onboarding. This stage begins after the candidate has been hired and become an official team member. During onboarding, you will be introducing new hires to their role, providing necessary training and resources, and helping them become familiar with the company's culture and procedures. By taking the time to onboard new employees properly, you can ensure they are set up for success in their role.
If you’re an experienced hiring manager, it is likely that you already have a hiring strategy in place, but if you’re reading this article, perhaps you are looking for something a bit more effective. Suggestions to improve the recruitment process can help even the most effective managers develop a few more processes that work. Finding the best way to improve your recruitment process can make the difference between good and great hires.
So what are some suggestions to improve an already effective recruitment process?
1. Utilize employee referrals – Employee referrals are a great way to source qualified and reliable candidates for open roles. Encourage your current employees to refer friends, former colleagues, or acquaintances that may be a good fit for the role. This can be effective because most employees will not recommend someone who they do not believe in. After all, they may feel that their job is directly at stake due to their recommendations. This is a great way to find candidates that your existing employees would enjoy working with.
2. Implement a chatbot – Chatbots are becoming increasingly popular in recruitment processes as they can provide an efficient way to pre-screen and answer any questions that candidates might have about the available roles. Utilizing AI in a variety of hiring process steps can help free up the time of your human employees and utilize available technology in ways that are helpful and non-threatening to your workers.
3. Host virtual recruitment events – Virtual recruitment events are a great way to connect with potential applicants from all over the world. Virtual events expand your candidate pool far beyond what would have been possible in the past. Opening the candidate pool nationally or even internationally can give your company an edge that could only be imagined in the past.
4. Utilize social media platforms – Social media is a great way to reach out to potential candidates. Utilize platforms such as LinkedIn, Facebook, and Twitter to display job postings and create campaigns targeting specific audiences. Using targeting, you may be able to reach people in very obscure demographics and possibly find the perfect candidate that would never be able to be reached in other ways.
5. Create an effective applicant tracking system – An effective Applicant Tracking System (ATS) can help streamline the recruitment process by providing an organized database of applicants with all their information accessible in one place. This makes it easier for recruiters to review applications and quickly identify qualified candidates. You can also use interview intelligence software like the program offered by Pillar to help you manage your candidates throughout the hiring process.
The most important selection criteria for hiring employees is finding the right fit for your company. This means that hiring teams should focus on looking for candidates who have the skills, experience, and mindset to excel in their roles and contribute positively to the overall organization. Employers should also take into consideration a candidate's character traits, attitude, communication skills, teamwork abilities, interpersonal relationships, and their enthusiasm and commitment to the position. It is important to ensure that each candidate has a clear understanding of the job duties, as well as be able to demonstrate how they can contribute to the organization's success. A good selection criteria will also include evaluating a candidate’s potential for growth and development within the company. Ultimately, employers should strive to find employees who are reliable, motivated, and hardworking. This will ensure the company’s success in the long run.
Utilizing interview intelligence software can also help your company to streamline your interview processes and ensure that you are conducting unbiased interviews and using the best hiring practices for diversity. If you’re looking for how to improve your hiring process, you will likely discover that using the best hiring practices according to current standards will yield the most success. In the end, your goal is effective hiring and adding a qualified and valued team member to your company for years to come.
What hiring strategies have you used in the past that have helped you develop an effective team? What current strategies have you been interested in adopting but not yet tried? We’d love to hear from you!