Recruiting & Interviewing

Define the need for a new position or replacement (backfill). Roles needed are established in Org Design and based on business needs.
Conduct a job analysis to identify the specific requirements, responsibilities, and qualifications for the role.
Create a clear and detailed job description and job specification.
Discuss relevant career bands and job descriptions with your P&C partner. Career bands are tied to both years of experience and role career progression.

Comp partners provide comp ranges based on market data and in adherence to the Department of Justice regulations.
In larger organizations, P&C partners have access to a compensation decision support tool to quickly price out roles.
In niche roles, compensation may need to be reviewed after pricing.

Confirm Finance has approved funding of the position.
It is a good rule of thumb to provide your TA partners a heads up of roles to come so they can prepare/build pipeline prior to role posting.
Develop a job posting or advertisement that includes the job description, qualifications, and any other relevant details.
Utilize various channels for job postings, including your company website, job boards, social media, and professional networks.

Contact shortlisted candidates to arrange initial phone or video interviews.
Conduct pre-screening interviews to assess candidates' interest, availability, and basic qualifications.
Confirm the candidate's desired salary is within the salary range. Issues at this stage should be brought to the P&C partner right away. If the large majority of qualified candidates are asking for higher salaries, compensation partners may need to do a market review.

Schedule and conduct in-person or virtual interviews.
Design a structured interview process that may include multiple rounds. Ideally, no more than 3 and this includes initial screening. Conducting more than three rounds provides a bad candidate experience and puts the company at risk for losing great candidates.
Use a combination of behavioral, situational, and technical interview questions.
Assess candidates' skills, experience, cultural fit, and motivation.

Review all interview feedback, assessment results, and reference checks.
Select the most suitable candidate based on their qualifications, skills, and alignment with company values.
Most U.S. states are at-will states; it is a good idea to check with your P&C partner on your state's laws regarding terminations of a 'bad hire.' As a result of this, there are very few states that have a 'probation period.' Most countries, outside of the U.S. do have a probation period and it is best practice to check with your local P&C partner.

Verify candidates' employment history, education, and background.
Contact provided references to gain insights into the candidates' work habits, skills, and character.* (I am not in favor of asking for references unless it is required, e.g. government clearance.)

Notify candidates who were not selected for the position in a professional and respectful manner.
If declines to move forward is is not automated, this is a good opportunity to add value to your organization by creating a standard rejection email response/script.

Regularly review and assess the effectiveness of your recruiting and interviewing process, e.g. timeframe from posting to hire date.
Seek feedback from both candidates and hiring managers to make necessary adjustments and improvements.

Maintain a talent pool of qualified candidates for future job openings.
Collect feedback from hiring managers, candidates, and interviewers to continually refine and improve the process.

Continually reviewing the end-to-end process ensures compliance with relevant employment laws, including Equal Employment Opportunity (EEO) regulations and data protection laws.