April 12, 2018
ISSN# 1545-2646
Candidate Recruit to Hire Process
A few weeks back we touched upon this topic of the face to face interview step in the recruiting to hire process. Since then, I have received some questions about “The Process” and “The Questions” we use to dial in on a candidate’s fit for a particular job.
Let’s deal with “The Questions” used during the interview process first.
There is no one size fits all set of questions. Every company and roles within those companies are different. They may have the same titles in different organizations and they may have some common deliverables across an industry, but the cultural factors of the business are a significant factor in how the key accountabilities for a job are held responsible for delivering. It is for this reason that “off the shelf” questions pulled from a book cannot be used without refining them to the company-specific demands of a job. As part of our engagement with a client on the setting up of the Recruit to Hire process, we have a multi-step process to benchmark the job and then craft a specific model to that given job for that organization. Anything less than a model designed to incorporate the culture of the business is hoping everyone fits into the same round hole even if they are a square peg.
As far as “The Process” or internal steps for moving a candidate from the initial posting of the job to the first day of onboarding also has a degree of tailoring involved. Part of it depends on the level at which the job is being hired. As an example, the general process is the same regardless of whether it is a management position or shop floor technician. The tailoring takes place due to the nature of what separates the roles in the business. The level of deliverables, responsibilities, duties, etc. all play a factor in the process of moving candidates from receipt of initial interest letter and resume to next steps.
The general outline of the process starts with benchmarking the job to collect real data and remove as much bias as possible, so the hire is for the job and not to replicate the prior person approach. Once data is available a custom job posting is drafted so that it only attracts potential talent who can relate to the job. The objective is to have the ad be the first self-selection step to eliminate the candidates who are not aligned with the role. Once resumes are received, they are reviewed and based again on the criterion established during the benchmarking process, only those who meet the mark move forward. Subsequent steps include email questions, telephone interview and questions, face to face interview and questions, candidate assessments and comparison to job demands, additional face to face interviews if/as needed and then offer for employment. In many cases, offers additionally include conditions as for fitness for work such as drug testing, background checks, physicals, etc.
This process may appear to be long and drawn out, but in reality, it actually saves most clients hours of wasted time in the recruit to hire process. It is very focused, has a consistent method for engaging each candidate professionally and ultimately contributing to best alignment to job demands.
This week look at your Recruit to Hire process and see if it is concise and delivering what your business needs to have a best-in-class workforce.
For more insights on the Recruit to Hire process, call JKL Associates at (313) 527-7945 to set up an initial discovery meeting.
Questions or comments – email us at partners@jklassociates.com or call our Office at (313) 527-7945
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