The standard hiring process refers to the typical steps an employer takes when filling an open position. While the specifics can vary between companies, industries, and roles, most hiring processes follow a similar structure to attract, screen, interview, select and onboard qualified candidates.
1. Creating the Job Description
The first step in the hiring process is for the employer to create a clear and detailed job description. This includes the job title, department, essential duties and responsibilities, required qualifications (education, skills, experience), and any preferred qualifications that are nice to have but not required.
The job description helps attract targeted candidates by communicating what the role entails. It also serves as a rubric for screening applicants and interviewing. And it sets expectations for the new hire.
2. Posting the Job Opening
Once the job description is complete, the next step is to publish the job opening. Common places to post openings include:
- Company website careers page
- Online job boards like Indeed, LinkedIn, Glassdoor, etc.
- Social media channels
- Local newspaper classifieds (for some roles)
- Job fairs
- Staffing agencies
- College campus recruiting
Casting a wide net through multiple posting channels helps attract more qualified applicants to apply.
3. Managing Applicant Tracking
As applications come in, the hiring manager or recruiter needs to have a system for organizing and tracking applicants. This usually involves an applicant tracking system (ATS). Key features of an ATS include:
- Application collection and storage
- Search and filter tools
- Automated screening questions
- Ranking and rating systems
- Hiring workflow management
A good ATS makes it much easier for employers to handle a high volume of applicants.
4. Screening Applications
Once the application deadline passes, the hiring team screens all applicants to identify qualified candidates to move forward. This involves:
- Reviewing resumes and applications submitted
- Eliminating candidates that lack required qualifications
- Flagging promising candidates that match the job criteria
- Performing pre-screening interviews (phone or video) if needed
Carefully screening candidates saves time by only advancing those that are truly a potential match.
5. Conducting Interviews
After screening, the top applicants are invited to participate in a series of job interviews. Common types of interviews include:
- One-on-one interview: Candidate meets with hiring manager or members of the team
- Group interview: Candidate meets with panel or multiple employees at once
- Technical interview: Focuses on job-related skills and knowledge
- Case interview: Simulates a work scenario to problem-solve
Interviews give the employer a chance to further assess candidates’ qualifications and fit.
6. Checking References
Once the team has interviewed their top choices, the next step is to check references. This involves contacting past managers, coworkers, teachers, or other affiliations to learn more about the candidate’s performance, work style, integrity, and strengths/weaknesses.
Speaking with references provides insight beyond what can be gleaned from resumes and interviews. It also verifies that candidates have been honest in representing themselves.
7. Making an Offer
After the interview and reference check process, the employer will select their top finalist and make a conditional job offer. This is usually contingent upon:
- The candidate accepting the offered salary/compensation
- Successfully passing a background check
- Completing any remaining hiring paperwork
The offer may have an expiration date that requires the candidate to accept by a certain date. This allows the employer to move on and make an offer to another candidate if the first one falls through.
8. Complete Onboarding
The last step is to welcome and integrate the new hire through a structured onboarding process. Onboarding commonly includes:
- Completing new hire paperwork
- Orientation to the company culture and operations
- Introductions to team members and leadership
- Training on required skills, software, processes, etc.
- Setting performance goals
A positive onboarding experience helps new employees become productive members of the team.
Conclusion
Hiring quality talent is crucial to organizational success. Following a standard process allows companies to source, attract, assess, and select candidates efficiently and effectively. Key steps include creating a job description, posting the opening, managing applicants, screening, interviewing, checking references, extending an offer, and onboarding the new hire.
While the details vary, this framework covers the major phases of a typical corporate hiring process. Structuring and standardizing the hiring pipeline helps employers find and secure the very best candidates for open roles.
