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5 Parts of the Candidate Recruiting Process

Hiring the right people is a difficult task. After all, it is essential to the company’s future, growth, and success. The process should not be rushed, and should be carefully reviewed. The following are recommendations on how to manage the 5 main parts of recruiting candidates:

 
1. Prescreen – Take the time to speak to your applicant on the phone. This should take approximately 30-45 minutes. Prepare questions related to the skills needed for the job. If the person is a fit, you should ask specific questions related to the position. You should be able to walk away from the call knowing if this candidate has the basic knowledge and skill set you are looking for. This will allow you to narrow down your list of in-person interviews and only bring in qualified applicants. Don’t forget to pre-close the candidate and know what they want.

 
2. Interview – When conducting the interview, listen more than you speak! Ask the candidate open-ended questions to open up the discussion. Explain the duties of the position as well as the background of your company. Give the candidate an opportunity to ask questions! Review what you learned in the interview to make sure the information still stands and is accurate. Make sure to set expectations for next steps and pre-close the candidate again.

 
3. Debrief – Follow up with the candidate the day after the interview. See if they are still interested and ask additional questions. This will allow you to gain additional information and see if the candidate really wants to work for your company. Check to see if anything has changed since the last conversation and yes, you guessed it, pre-close again! Make sure you know if they will be accepting a potential offer or not. This gives you an opportunity to make sure it’s the right match for you and them.

 
4. References/Background Checks – Have the candidate provide at least three references. At least two should be a prior manager, supervisor or lead. This will allow you to verify that their past employment history is accurate, and help you to obtain information on their work traits and habits. Discuss the position you are recruiting the candidate for and ask for their feedback. References aren’t just about hearing how great someone is, but understanding how to best manage them moving forward.

 
5. Close/Offers – Since you’ve already pre-closed on every call with the candidate, this is the easy part. You know they will accept your offer – or you won’t be making it. In addition, you already know they won’t consider a counter offer. All you need to do is get the details down and set a start date.

 

Recruiting and hiring new employees for your company can be a long process. However, hiring the right candidate will save you time and money in the long run.

 

About the Authors 

Coleen Cincotta joined Xelerate in 2012 and is committed to the company’s dedication and excellence to their clients. Her focus has been primarily on healthcare recruiting in various settings. A mother of three, Coleen enjoys spending time with her family, going to the shore and watching the Philadelphia Flyers.

 
 
For more than 15 years, Kelly Robinson Jensen has provided recruiting services in a broad range of sectors. As Xelerate LLC’s Chief Operating Officer and Chief Customer Officer, she oversees operations and sales, with specific responsibility for ensuring operational excellence, cultivating a service organization that innovates and delivers results, and for achieving the company’s sales objectives. Xelerate LLC provides businesses with fully-customized recruitment solutions, merging industry expertise with unparalleled proven practices. Using a consultative approach, Xelerate positively transforms a company’s hiring process helping them secure top talent now and for the future.
 
Kelly is a Board Member of the Greater Philadelphia Foundation for Women Entrepreneurs and the Entrepreneurs’ Forum of Greater Philadelphia (EFGP). She is a 3ci Council Member of the Greater Philadelphia Chamber of Commerce as well as a member of the Society of Human Resources Management (SHRM), Greater Valley Forge Human Resources Association (GVFHRA), and Philadelphia Society of People and Strategy (PSPS).
 
In addition, she actively participates in various local foundations focused on kids, health and economic empowerment. Additionally, Kelly fills the roles of wife, mother and aunt to 14 nieces and nephews.
 
To learn more about Kelly, connect with her on LinkedIn at www.linkedin.com/in/kellyrobinsonjensen/.