Global Operations | HR & Compliance Consultant | Fractional CHRO and Chief of Staff | USA Today Best-Selling Author
Failing to plan is planning to fail. When the process is messy or teams aren’t in lockstep, it’s visible to candidates. My added two cents (well, three)… 1. Ideally much of this can be automated through your ATS, because if not, you’re leaving room for errors, miscommunication, and are likely draining unnecessary resources. 2. Get more granular beyond the example below. Plan your interview questions, assign interviewers at each round, and include a rating matrix to ensure candidates are being scored apples to apples (and by factors actually relevant to desired competencies) - important to help reduce biases. Also, identify your knock out Q’s to help auto filter any clearly unqualified candidates (but only based on the absolute, non-negotiable, minimum qualifications for the role). 3. In a perfect world, we will even draft the onboarding plans at the same time the JD is developed. Your managers are busy. Very busy. So the reality is that this will not always be prioritized if the new hire is starting asap. #hiringprocess #planning #hr #hiringmanagers #ats #automation #tech #candidateexperience
💡 2 in 5 HR leaders have said that accelerating their hiring process is a point of focus in their strategic hiring planning, and a Hiring Process Flowchart is a valuable tool to help you achieve this 🏆 Here's how to use a Hiring Process Flowchart to improve your organization's recruitment efforts 👉 https://aihr.ac/48wkszi #HR #HumanResources #Hiring #Recruitment
