Hiring Process Template

A hiring process is a series of steps an organization takes to fill a job opening. The process may vary depending on the company's needs, but typically includes posting a job description, collecting applications, conducting interviews, and extending a job offer.

Why use the Hiring Process Template?

There are many benefits to using a hiring process template. A template can help you standardize your hiring process, document your procedures, and track your progress. Additionally, a template can help you ensure that you are considering all of the important factors when making hiring decisions.

What are the stages of the hiring process?

The hiring process can vary depending on the company, but typically it includes the following stages:

1. Recruitment: This is the process of identifying and attracting candidates for a position. This can be done through online job postings, employee referrals, or other means.
2. Screening: Once candidates have been identified, they will be screened to determine if they meet the minimum qualifications for the position. This usually includes a resume review and/or an initial phone interview.
3. Interviews: The next step is to conduct in-person interviews with the most qualified candidates. This gives the employer a chance to learn more about the candidate and assess their suitability for the position.
4. Reference Checks: Before making a final decision, the employer will usually conduct reference checks with the candidate's previous employers and/or personal references.
5. Offer: Once the employer has decided to hire a candidate, they will extend a job offer. The candidate can then accept or decline the offer.

How to create your own hiring process

Select our Hiring Process template in FigJam and follow these steps:

1. Customize the hiring process stages. The template comes with six columns. You can add, remove, or edit the names of each column until the board appears as you want it.
2. Share the hiring process. It is important to maintain transparency when sharing your hiring process board within your company. You can create a shareable invite link for your board or invite others via Slack or email. This step provides the opportunity for the human resources department, hiring manager, and interview panel to collaborate and decide on the best hiring process.
3. Add applicants to the board. As candidates apply for the job, track their progress on a hiring process board. For each candidate, add key information like their name, application date, and desired position. You can also attach their resume, links to their portfolio, and other relevant documents.
4. Track applicants progress. As candidates move through the selection process, move each card to the next column. For candidates who were rejected or declined the job offer, create a section to keep track of them.

1. Create a standard hiring process

It is crucial to standardize the hiring process in order to find the best candidate for a role. Having a consistent way to evaluate all candidates will allow you to determine the suitability of each person. By having a standardized hiring process, it will ensure that your hiring manager and key stakeholders use the same reference points when making hiring decisions.

2. Know your company culture

The best way to ensure that your company culture is understood and that prospective employees will fit in is to introduce your company culture from the beginning of the application process.

3. Be clear about hiring procedure with the applicants

At each stage of the recruitment process, there should be a clear definition of what the next steps are. This way, candidates will know exactly what is expected of them. For example, a screening interview should be conducted before progressing to the second round of interviews. By being thorough during the recruitment process, only the most suitable candidates will make it to the next stage.

4. Look for candidates within your company

Consider advertising the position to internal candidates before looking externally. There are several advantages to this, including reduced hiring fees and a shorter onboarding time. Additionally, promoting someone from within your organization sends a strong message to your team that you value them and are committed to their career growth.