How to perfect your Framework to Hire

The War for Talent is nothing new and with the labor market the tightest it has been in over 50 years, finding and retaining talent can be a struggle for companies of all sizes.   There may have been a time in your business that you were able to hire and onboard team members easily.  However, there comes a point in every company’s growth when hiring becomes more challenging, the organization grows and becomes more complex with multiple hiring managers who each have their owns needs and wants.

The good news is that as with almost every area of business operations, recruiting and hiring can be very process driven. Yes, it is a People function but defining and following a clear hiring process or framework is key to ensuring your company can scale and hire right!

When we engage with our clients, we develop a hiring framework specific to their needs.  From the recruiting engagement kickoff, we work to define the recruiting strategy, process and steps to ensure the framework to hire can be easily followed, automated and streamlined.

Developing your “Framework to Hire”

Every company that is hiring, needs or may even have a Framework to Hire.  The question is, how effective and streamlined is your hiring process?  Are you sourcing a good candidate pool and hiring the right people?  Do you find by the time you extend the offer, your top candidate has slipped away?  Is your turnover high in the first 90 days? Is it time to up your recruiting game?

We have developed countless recruiting strategies over the years, enabling our clients to onboard thousands of new hires, from seasonal/contract staff to interns, executives and everything in between.

This is a proven Framework to Hire that works!  Here are the primary steps to consider, define and execute and we can help you every step of the way:

  1. Identification of need. This step may seem like common sense, but clients often come to us with the need to fill position XYZ but have no clear idea what this person will be doing in the role, what skills, knowledge or ability they need to have, what the salary range may be etc.  We help our clients craft a clear job posting that outlines the position, responsibilities and skills required.
  2. Cast your net.  We approach the sourcing of candidates as a multi-pronged strategy.  We believe that you cast a wide net, but clearly define what you are looking for.  We include employment deal breakers in the job posting (as applicable by law) and the application so we can funnel out candidates that would not be eligible for hire.  Be clear about required and relevant education, certifications, background check specifications, office hours, job location etc.
  3. Screen, Interview and Vet.  This is where the magic happens!  We design an automated and streamlined screening process so quality time can be allocated to the candidate interview process.  While unique to each organization, it often follows a process like this and can be managed in your ATS:
    • Review resume
    • Pre-screen
    • Phone screen
    • Phone interview
    • Face-to-face interview(s)
  4. Post interview Negotiation. You have found your perfect candidate and are ready to move to offer…now you need to negotiate and close them.  Now is the time to request references, review background check requirements, review compensation requirements and any other items you need to cover before an offer can be extended.
  5. Pre-close!  Our favorite part of the process that sets the stage for onboarding.  This is an opportunity to have a quick call with your final candidate, ask any further questions you may have and allow them to do the same.  Next, let them know you are interested in moving toward an offer and outline the basics of what that may look like, repeating any pre-hire requirements and next steps. This gives the applicant an opportunity to express their interest or bring up any areas they may need to negotiate before moving forward. The pre-close conversation makes it easy to get required approvals needed to put a formal offer together. You likely know the candidate is ready to accept, so this quick conversation is a win/win for everyone.
  6. First Day Welcome.  From acceptance of an offer to the employees first day is just as important in continuing to communicate with your new hire, finalize the background check, confirm start date, and makes sure your onboarding process is ready for their first day! Don’t leave your new hire in the dark during this time, communicate with them to confirm first day specifics including where and what time to report, I9 documents requirements, team information etc.

This hiring process has been proven to improve your quality of hire,  overall candidate experience, and reduce your costs and time to hire.

It’s time for your company to leverage this resource and begin recruiting effectively. You need to hire, we can help!

Schedule a free discovery call for a free hiring process review

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