1.

Identify hiring need

Before a position can be filled, it must be identified as available. Positions are either
newly formed or recently vacated. In either case, the hiring staff should meet to
generate a prioritized list of job requirements including special qualifications,
characteristics, and experience wanted from a candidate.

2. Plan

It’s important that all those involved in the hiring decision agree to the hiring process,
steps, and communication channels to be used. The plan should include a timeline,
recruitment plan, criteria for initial candidate screening, selection committee, interview
questions, and instructions for taking notes.

3. Create a job description

The agreed-upon job requirements form the basis for the job description. Other
necessary information includes essential functions to be performed in the role and the
advantages of working for the company (i.e., workplace environment, compensation and
benefits, perks, etc.).

4. Post and promote job openings

The job listing should be advertised internally so current employees can apply and
make referrals. Other avenues for promotion are the company’s website, online job
boards, social media, job fairs, and industry publications.

5. Recruiting

Beyond passive recruitment via job posts, the hiring staff should seek out qualified
candidates via LinkedIn, social media, and industry events. This will ensure that some
applications from potential candidates who are not actively searching for new jobs but
who may be perfect for the role are received.

6. Applicant screening

As job applications arrive by email or via an applicant tracking system (ATS), the hiring
staff reviews résumés/CVs and cover letters based on the criteria established in the
planning step. Unqualified candidates’ applications are withdrawn from the applicant
pool. Qualified candidates are informed of next steps beginning with a screening
interview.

7. Screening interview

Initial interviews with applicants are typically phone calls with HR representatives.
These interviews determine if applicants have the qualifications needed to do the job
and serve to further narrow the pool of candidates. HR may also explain the
interviewing process during this step.

8. Interviews

Depending on the size of the selection committee, several interviews are scheduled for
each candidate.

 Earl y i nter views ar e typic all y in- person, one- on- one i nter views with applicants and the hiri ng manag er and foc us on applicants’ experi ence, s kills, wor k histor y, and avail ability.

 Additional meeti ngs with management, staff, exec uti ves , and other members of the organiz ation c an be one-on-one or panel i nter vi ews, formal or rel axed, on-site, off-site, or online ( Skype, Google H ang outs). T hese inter vi ews are more in- depth; in some organiz ati ons, each inter vi ewer focus es on a s pecific s ubject or as pect of the job bei ng filled to avoid overlap between i nter views and to discover more about the applicants .

 Final i nter views might be c onducted by the c ompany’ s s eni or leaders hip or an i ntervi ewer from a pr evious r ound of i nter views . T hese l atter-stage i nter views ar e generall y extended to a ver y s mall pool of top c andi dates.

9. Applicant talent assessment

Before, during, or after interviews, hiring staff often assign applicants one or more
standardized tests to assess personality type, talent (also called pre-employment tests),
physical suitability for the job, cognition (reasoning, memory, perceptual speed and
accuracy, math, and reading comprehension), and/or emotional intelligence. Some
organizations also require applicants to take tests or complete assignments to
demonstrate professional skills applicable to the open position.

10. Background check

One of the final steps prior to making a job offer is conducting background checks to
review candidates’ criminal record, to verify employment history and eligibility, and to
run credit checks. Some organizations also check social media accounts (Facebook,
Twitter, etc.) to make sure potential employees are likely to represent the company in a
professional manner. Drug testing may also be warranted, depending on the nature of
the job.

11. Decision

The hiring staff confers and evaluates applicants based on the interviews, job
experience, skills and talent assessments, and all other relevant information
(recommendations, e.g.). A top choice should be identified and agreed on. A backup
candidate selection should be made, as well. If no candidates meet the hiring criteria,
the hiring process should start over.

12. Reference checks

Once a candidate has been selected for the position, his or her professional references
should be contacted. Reference checks can verify candidates’ employment details
including job performance, strengths, and weaknesses. A typical question to ask
references is “Would you rehire this person?”

13. Job offer

Offering the job includes providing an offer letter stating the position’s salary, start date,
and other terms and conditions of employment that are based on the agreement
between the company and the candidate. It should be clear that the candidate
understands the terms of the offer. The candidate may agree and sign, initiate
negotiations (typically focusing on salary), or turn down the offer.

14. Hiring

Once the candidate accepts the job offer, he or she is hired. This kicks off a phase of
filling out and filing paperwork related to employment including eligibility to work forms,
tax withholding forms, and company specific forms.

15. Onboarding

A comprehensive onboarding process is a crucial step in the hiring process. This should
involve making the new employee feel welcome even before he or she officially joins the
organization. Preparing his or her workspace, providing necessary access credentials
for work applications and networks, and outlining an orientation and training schedule
can significantly speed up the new