What is Hiring Process?

Hiring process refers to the process of finding, selecting and hiring new employees to a company. Since the process requires strategic and pragmatic thinking while staying humane there are certain steps to follow to make it successful. 

what-is-hiring-process

Hiring process definition

Hiring process refers to the process of finding, selecting and hiring new employees to a company. This process has three key segments: planning, recruitment, and employee selection.

Hiring process steps

1. Identifying hiring need.

As the initial step of the hiring process human resources together with other decision makers should clearly identify the hiring need. When looking into the upcoming projects, you should definitely establish some long term and short term hiring needs. This automatically leads us to the second point on this list - planning.

2. Planning.

Creating a sufficient plan for your hiring will not only make you more efficient but also help you have a good understanding of the current as well as the future needs of the company. For that purpose it is beneficial to specify starting dates and other technicalities with your hiring team. 

3. Creating a job description.

When creating a job description, make sure to include the following elements: company description, job requirements, duties and responsibilities and ultimately  cover letter. Besides mentioning all the important details within your job description, make sure to make that text as eye catching as possible. 

4. Recruiter and hiring manager intake meeting.

The purpose of a hiring manager recruiter intake meeting is to have a clear understanding of all the needs and expectations of the new hire, including the technicalities revolving the role. This meeting takes place prior to posting a job opening online and its purpose is mainly to define all important details about the future position. 

5. Posting and promoting job openings.

Posting jobs online became one of the essential ways of making sure that people see and apply for the position. For that reason companies are oftentimes trying to spread the word as much as they can by posting their job opening on various job boards, different social media or some online portals. 

6. Applicant screening.

After the applicants finished their application it is time to look into their application forms and evaluate their CVs, cover letters or any other type of document they might have attached to the application. The process of screening results in eliminating candidates that are a clear mismatch for the role, moving forward to the following stages with the ones that are more qualified.  

7. Interviews.

When planning an interview, there are several thing that you should always take into account prior to conducting it. Interviews require planning and preparation. Firstly, you should create a list of interview questions. Afterwards you should determine how interview process is going to look like. Whether you will be conducting a live or a phone interview, how long will the interview last for, and what type of knowledge will you be examining during the interview. 

8. Applicant talent assessment.

Applicant talent assessment are tests designed to help employers evaluate the skills of their job candidates and employees. Using the skills assessment test helps companies ensure that the job candidates, as well as their current employees, have the required skills to successfully perform their jobs. When designing an assessment make sure to think of all skills and the knowledge essential for the role. 

9. Background check & Reference checks.

Background and reference checks refer to to a recruiting process method used by hiring managers/recruiters to get more information about a candidate by contacting his/her previous employers, schools etc. Conducting a reference check helps recruiters not only check the validity of information but also make decisions based of a conversation with a person that used to work with your potential future colleague. 

10. Pre-employment testing.

Pre-employment assessments are simple, quick and fun for recruiters, interviewers, hiring managers, as well as candidates. Generally, it takes too much time and effort to a recruiter or hiring manager to interview each candidate and select the best person for the open position.

11. Decision.

Finally, after all assessments and checks, it is decision time! Evaluating which candidate will be the best cultural fit while satisfying all requirements is never easy. But when all the previous steps are respected there is no space for uncertainty. After all, you have been planning, strategizing and checking all information for quite some time now, right? :)

12. Job offer.

A formal job offer letter/email is a document which employer sends to the selected candidate in order to offer them a job for a certain position at their company. Making all the aspects of a job as clear as possible to the new hire is extremely important for both candidates and companies. This is why is necessary to send a formal job offer letter/email to your chosen candidate.

13. Hiring.

Only when your candidate decides to accept your offer and signs the contract can you talk about hiring. However, the job is not done yet... 

14. Onboarding.

More and more companies are starting to understand the importance of a good onboarding. Even more so, once a company hires a new talent, some believe this is only when the job starts. Onboarding the candidates means introducing them to the culture and the people as well as giving them all important information and training to be able to excel at their job as soon as possible. 

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