How to Add Structure to Your Hiring Process

Operations departments are responsible for ensuring company standards are maintained – but it’s individual employees who are ultimately in control of upholding these standards. Queue the talent acquisition team! Talent acquisition departments are responsible for recruiting and selecting quality candidates who have the ability to meet performance expectations, thrive within your unique culture, and will consistently deliver your customer experience. But how can talent acquisition ensure they are selecting the right people? By leveraging technology to ensure a structured hiring process that screens candidates who meet your people standards.

Defining Your People Standards

Companies undoubtedly have operating standards, whether it is standards for safety, customer care or team interactions. Having clear people standards is key to your recruiters’ success. Here are three main things you should consider when developing these standards:

1.    Culture-Fit – Do the candidate’s values align with your company’s values? Does your company’s work environment match what the candidate is looking for?

2.    Job Requirements – Job requirements could be physical, related to years or level of experience, or certifications, and likely differ by position. Make sure these are clearly defined so that your job descriptions are accurate, attract the right talent, and do not inadvertently deter qualified applications.

3.    Qualities Needed – Beyond job requirements, you should think about the characteristics people need to possess to thrive within your culture and the job itself. For example, does your company take pride in their high level of customer care? Then you’ll need people who are driven to serve others and are passionate about delivering excellent customer service.

Components of a Structured Hiring Process

There are a variety of tools and methods that can be used to evaluate candidates during a hiring process, and all have both pros and cons that should be considered. Here are few common types of hiring tools:

·         Job Descriptions

·         Employment Applications

·         Realistic Job Previews

·         Assessments

·         Structured Interviews

·         Background Checks, Reference Checks, and Employment Verifications

Whichever tools you decide to use, each should be directly aligned with your people standards – attracting people who will meet those standards and screening out those who are unlikely to succeed. This is where technology comes into play.

The Role of Hiring Assessments

When you combine  an applicant tracking system (ATS) with science-based, validated screening tools such as hiring assessments, recruiters and hiring managers can ensure they are being consistent and holding all candidates to the same standard – this also helps protect companies legally.

Hiring assessments are tools that measure core competencies and characteristics necessary for success on the job. There are a variety of assessments including personality, skill, situational judgment, and cognitive tests – when combined, you are able to get a more complete picture of the candidate and more accurately predict potential.

When assessments are administered early in the process and automatically through an ATS, recruiters are leveraging science and technology to do work for them – screen-in candidates who meet their people standards and screen-out candidates who are unlikely to be successful.

Already using iCIMS but curious to see how assessments can ensure your people standards are being met?  Check out this offer from one of our partners.

About Corvirtus

Corvirtus is a premier talent management company and a leading provider of hiring assessments, performance development tools, and engagement surveys designed for industries where the customer experience is critical for success. Corvirtus has developed proven products to identify the right talent to achieve greater brand loyalty, revenue, and growth.

How to Add Structure to Your Hiring Process

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October 17, 2017


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