Like the foundation of a house, an organization is only as good as its employees. Hiring the right talent and cultural fit is important for every company no matter what industry.
With all the new technologies and evaluation methods, and everyone getting involved with hiring, things can get a bit complicated. To help you out, we’ve simplified the hiring process into 5 specific roles and responsibilities that will help you improve the hiring process and hire more effectively.
By organizing your hiring into these roles, you’ll better be able to divide up the labor of each stage in the hiring process. As everyone settles into their roles and responsibilities, the entire process will become more streamlined and produce better results.
The hiring roles each participate in different stages and give different input. Below we will break down each stage of hiring and recommend roles to participates in each stage.
Stages of Hiring
Organizational Planning Stage
The organizational planning stage is like an umbrella that encompasses the rest of the hiring stages and is absolutely vital to a successful hiring process. In this stage, C-Level Executives and Department Heads plan out company goals and the best ways to help the organization grow. These plans will include the roles that need to be filled through hiring externally. We will go over more organizational planning strategies in the Organizational Development Blueprints section.
Once the upper-level management has determined necessary hiring and recruiting goals (includes mitigating bias and improving diversity), they communicate their plans to the hiring manager who works to make it happen. Hiring managers should clearly know what kind of person they are looking for and be able to articulate how the role fits into the strategic plan of the organization. Armed with this knowledge, they will be able to hire better and fulfill the needs of the company.
During the sourcing stage, hiring managers work with recruiters to find the best candidates to hire for the company. Recruiters should know exactly what qualities and skills to look for in candidates. Being able to write clear job descriptions is important, they should be able to write the job ad in such a way allows people to self-select out early in the process in order to narrow the talent pool.
When you reach this stage, it's good to get current employees involved to evaluate the candidate with the recruiters and hiring manager. This type of peer-based evaluation is helpful to see how current employees will get along with their future coworkers. Your current employees will be able to give you good feedback on potential candidates.
To truly determine candidate behavioral skills, technical skills, and cultural fit with your company, consider implementing performance-based hiring to test their abilities using projects and challenges. It's a great way to let candidates get hands-on with tasks that they may be doing if hired into the role. Candidates will get a glimpse of their future in the company and their future responsibilities.
When all the evaluations are completed, it's now time to make the decision on which candidate(s) to send the offer letter to. Looping in the department heads and CHRO is important to get their opinion on candidates and how it will affect the long-term growth of the company. If possible, try and get the CEO involved with the hiring decision as well.
It is important to have good negotiation skills at this point so that you are able to lock down top talent for the company. A good recruitment negotiation strategy will bring on board a happy employee ready to fulfill the company’s objectives.
When it comes to onboarding, there are many things your company can do to make their first day at the company a memorable and welcome experience. Facilitating the quick and smooth performance and social adjustment of new employees in the workplace is a key element of managing talent.
From the HR perspective, there are also a lot of forms and documentation to fill out. Make sure your HR department is up to code on all the necessary paperwork required by the government for your employee to be legally hired.
So there you have it, everything you need to have an organized and successful hiring process! By using the principles in this article, each person involved in a hiring role will be clear on what exactly their responsibilities are. A smoother hiring process improves the candidate experience and will pave the way to company success by hiring great talent.
For more tips on how to improve communication with hiring managers and master hiring, be sure to check out the rest of our Hiring Blueprints! Feel free to reach out to our hiring specialists with any questions you may have.