Structured hiring is the core of any strategic hiring process. When done right, it defines a clear process and enables companies to make more informed, data-based decisions.  

You already know the basics of the process, so here are some helpful reminders to ensure you are following a defined workflow and continuously getting better. These steps will also help you track how well you are able to make informed hiring decisions by evaluating your scorecard submission rate.

 

Performance benchmark: A scorecard submission rate of 90% or more indicates you’re effectively making informed decisions. Ensuring scorecards are regularly submitted helps your team generate the data needed to drive informed hiring decisions across the organization.

 

 

Step 1

 

Schedule all interviews through Greenhouse 

We offer a number of integrations so you can practice informed hiring and centralize all scheduling through Greenhouse. This ensures you’re capturing the complete data set on interview volume, as well as preparing your interviewers and hiring managers with interview kits included in each meeting invitation.

  • Leverage any of our scheduling integration partners to help your team be as effective as possible. Learn what’s possible in these articles and check out an integration like Calendly to boost your calendar functionality.

 

 

Step 2

 

Upgrade scorecard creation and submission

Use the tools that are readily available within Greenhouse to set up scorecards more efficiently with a focused approach. By implementing the following steps, you’ll be able to increase scorecard submission rates so you can make smarter data-driven decisions.

  • Use job templates to efficiently create scorecards from specific examples and previous roles to help drive consistency in job stages and gain better data quality – check out this best practices article
  • Make each interview purposeful with specific focus attributes and custom questions so interviewers are clear on their goals, every attribute is covered and interviews are never redundant – here are some focus attributes and custom questions you can put into play today 
  • Work with hiring managers to train interviewers, set scorecard completion goals and make sure everyone understands completing and submitting scorecards is part of the company's commitment to make better and more informed decisions – use these tips and tricks to drive scorecard buy-in across your company
  • Scorecard-based hiring enables objective analysis of the candidates skills and attributes. Without scorecards to focus evaluation, interviewers will likely default to bias and can be swayed by arbitrary things like where the candidate went to school, geographic location and immigration or family status – download the scorecard attribute worksheet to determine what attributes are right to help you verify candidates in the interview process.

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Step 3

 

Establish offer approval processes

Include all necessary stakeholders in the offer approval process for new hires so nothing slips between the cracks (applicable for Advanced/Expert packages only.)

  • Map out approval chains and create a plan for extending offers to candidates – this article explains how
  • Configure your default approval process in Greenhouse – read this article or hop directly into the app to get started

 

 

Step 4

 

Develop and run retrospective debriefs

It’s easy for a team to start conducting retrospective debriefs – and it’s the one process that can improve all your other hiring practices.

  • Create the habit of having a retrospective debrief after each job is closed to evaluate what went right and what didn’t work out the way it was intended to – and uncover areas of opportunity and improvement 

For example, make space for conversation about the diversity of candidates that were brought for final round interviews. Entourage your team to ask questions about: 

Which source(s) yielded the most successful candidates?  

What trends did we see with respect to educational background (or perhaps institution type)?  

What patterns did we see with respect to demographic perceptions? (i.e. age, gender, race etc) 

  • Build an iterative hiring process and create agile HR flows through hiring debriefs

 

 

Keep track of your progress

Don’t forget to track your progress against your hiring goals with Greenhouse. We made this handy checklist to help you keep the momentum going from your success – use it to execute the next steps in optimizing your hiring process.

 

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