The Hiring Process Broken Down

We’ve all applied for a job at some point. The process can be frustrating and long but only a few of us understand why. The reason for this is because there’s many things a company does behind the scenes to find the perfect candidate. While each company will have different methods for how they search for qualified applications for a role, there is a structured process that the company follows to recruit and hire candidates. In this article, you’ll learn about the 8 steps that companies take to land their perfect candidate.

Identify Business Needs and Gaps

The hiring process starts off with figuring out what roles are needed to help the company function. Companies determine this by identifying if there are significant changes in sales, productivity, and workload. If adding a new hire will improve sales and productivity or reduce workload, then that’s where the gap is that needs to be filled. The other option is for businesses to be proactive and identify roles that would be needed in order to accomplish their business goals.

Create a Recruitment Plan

Once the required roles have been determined, it’s time to plan out what responsibilities the individual will be taking on and what qualifications are needed for the ideal candidate. Each role will have a job description created that will allow job seekers to learn about the company or project expectations, what tasks the role should be able to do, what skills an ideal candidate has, and what will help a candidate stand out. 

Once the role has been fully developed, it is important to figure out who will be a part of the hiring process. Not everyone who is a part of the hiring process will have a say in the selection of a candidate. Some will just interview candidates and provide feedback on if the candidate seems to be a good fit for the role while others get the final say before selecting a candidate.

Advertise the Job Availability

The company’s main goal is to find the best fit for the role. The best way to make sure they are attracting the right candidates is to look both internally and externally. Companies will post the role to the internal hiring website to see if any of their current employees would be a good fit or if they know of someone who would be. External advertising can include the company website, newspaper classifieds, and job search engines (ex. LinkedIn, ZipRecuiter, and Monster). 

Some companies may also ask applicants to complete an assessment beforehand to see if they match the company’s requirements.

Review Applicants

A well advertised role is bound to bring in numerous applicants. Human Resources (HR) and the hiring managers will weed through the resumes in order to identify qualified applicants. The most qualified applicants will be contacted to complete a phone interview in order to screen and weed out the candidates to form a smaller pool. The phone interviews help HR or the hiring manager to figure out if an applicant would be a good fit in terms of the company cultural and job role. Most phone interviews will review the submitted resume to gain a deeper understanding of the individual’s experience and qualifications.

A company may check your social media from sites such as Facebook, Instagram, Twitter, etc. in order to learn more about a potential applicant.

Conduct Interviews

After the initial pool of applications are reviewed and taken out of the running for the position, the pool is narrowed down to the qualified candidates that will be interviewed in-person. Depending on the role, you may be required to go through multiple interviews by various employees, or it could be a simple interview completed by the hiring manager. These interviews can be intense and can last for a couple hours. Potential types of interviews you may go through include behavioral, technical, and case study. 

Select a Candidate

Once all the interviews are conducted, the panel of employees compile their feedback to determine the best candidate for the role. Upon the hiring manager or panel of employees making a decision, human resources must determine the compensation for the role.

Extend Offer and Expect to Negotiate

Once the hiring manager or panel of employees have made a decision, a job offer is extended to the most qualified applicant. The offer will include the role, benefits, PTO and compensation amount. 

The candidate has the option to submit a counter offer. Depending on how high the job lands on the corporate ladder, the higher the chances are of the candidate being able to successfully negotiate a better deal. For example, a college grad will have less room for negotiation compared to a person with years of experience in the field.

More often than not, the first offer a company gives you is not ideal. Make sure to negotiate the compensation, number of PTO days, severance pay, and ability to work remotely. 

Onboard the Employee

Once both the company and candidate is happy with the offer, it’s time to onboard the new employee. Some employers will require a background check and/or drug test before a candidate can start the job. The company will require the new hire to complete a few formalities, a few being: fill out forms, send an image for their ID or attend an orientation. The company will continue to periodically check in with the employee until the start date.


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