Controlling the Recruitment Process: The Actual Process

Controlling the recruitment process and guiding hiring teams is the second step in our three-part series on delivering a candidate experience that positively spotlights your brand and culture.

1. Candidate Pipelines
Set objectives for reviewing candidate resumes within a specified time frame. Notify rejected applicants immediately and pipeline high-potential applicants to begin the interview process. Be transparent about salary ranges. This presents an opportunity to help candidates qualify the role for themselves while capturing real-time market data via feedback.

2. Interview Process
From the initial screening call onward, make candidates aware of the full interview process. What does the interview team look like? How may rounds of interviews will there be, and will they be virtual or onsite? Manage the teams to ensure timely scheduling.

3. Accountability and Feedback
Fresh impressions are best, so hold hiring managers and interview teams accountable for timely feedback and next-step recommendations by holding debrief sessions after interviews conclude. Weekly status meetings may also help keep all team members on the same page as open positions age and evolve.

4. Other Qualifiers
Define the required paper trail and any pre-employment assessments that will need to be completed prior to the search. Revisit salary ranges as new market data becomes available to manage expectations and adjust requirements as needed.

5. Offer Stage
Align all internal stakeholders for offer approval and to define negotiating capabilities. Prepare offer packages that provide candidates with complete data.

Step 3: Manage the Experience
Step 1: Lay the Foundation
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