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Hiring 101:How to plan, build, and improve your hiring process
Contents
4 Step 1 Insourcing vs. outsourcing, the biggest decision you’ll make as a recruiter
7 Step 2Write job descriptions that speak to top talent
9 Step 3Fill your candidate pipeline with far-reaching promotion
10 Step 4Screen resumes efficiently to find the best candidates
12 Step 5 Phone screen candidates to spend less time interviewing
14 Step 6 Interview in person to find out how candidates think
16 Step 7 Offer compensation that candidates can’t refuse
18 Step 8 Seal the deal with a well-worded offer letter
20 Step 9 Reject candidates without burning bridges
22 Step 10 Assess hiring performance to flag issues and improve
14 Step 6 Interview in person to find out how candidates think
16 Step 7 Offer compensation that candidates can’t refuse
18 Step 8 Seal the deal with a well-worded offer letter
20 Step 9 Reject candidates without burning bridges
22 Step 10 Assess hiring performance to flag issues and improve
The U.S. unemployment rate has been declining over the past eight years—it’s currently at 3.7%, down from 10% in 2010. With more jobs in the U.S. market, candidates are more selective when job searching and interviewing.
If you’d like your employer brand to stand out in a sea of competitors fighting for the same talent, a structured hiring process can help. This process will give you a way to ensure that every stage of recruitment is pulling its weight, so you can attract the best possible candidates, all while leaving a positive impression on each and every one.
In this e-book, we outline how to build a structured and effective end-to-end hiring process, from writing a job description to rejecting candidates.
Why top companies obsess over their hiring processStructure your hiring process from start to finish and you’ll see improvements in your candidate experience and recruitment ROI
Creating exceptional candidate experiences results in:
A positive employer reputation
Candidates have dozens of public outlets to talk about their interview process, from social media to employer review sites. If you treat every candidate well—following up quickly, giving meaningful feedback—they’re more likely to leave positive feedback online.
Increased reapplication rates
According to research from Future Workplace and Career Arc, 80% percent of job seekers said they wouldn’t reapply to a company that failed to notify them of their application progress. Better communication means higher reapplication rates.
More customers
According to research from IBM, only 25% of dissatisfied candidates are likely to become new customers. For satisfied candidates that number more than doubles to 53%. Candidate experience doesn’t just influence hiring: it impacts your bottom line too.
Standardizing the candidate experience. Every interaction between company and candidate has a big impact on offer-acceptance rates, reapplication rates, and recruitment costs. Create a consistent recruiting process and you ensure that every candidate has the same positive experience.
Iterating quickly through repetition. By following the same steps with every candidate, it becomes easier to identify bottlenecks and opportunities for improvement, whether that’s simplifying your application form or expediting the offer process.
Making metrics-based hiring decisions. Metrics such as time to hire and offer-acceptance rates are more useful when they’re measured consistently month to month. By following a standard hiring process, it becomes easier to compare monthly benchmarks and identify meaningful trends in your data.
In aggregate, these small improvements amount to big changes to your bottom line: faster hiring, fewer wasted interviews, and great-fit candidates that will rise to the challenges of their new role.
To help you see these results, we’ll walk you through the 10 stages of a structured hiring process.
Step 1Insourcing vs. outsourcing, the biggest decision you’ll make as a recruiter
The choice between hiring staff employees or outside agencies and freelancers is a critical one—it affects your company’s costs and its quality of work, as well as a number of other factors.
Insourcing is traditional recruiting—hiring an in-house employee to perform a role, be it software development, accounting, or graphic design.
Outsourcing is when you hire an outside organization, specialized agency, or freelance professional to perform a particular business function.
The “right” decision between insourcing and outsourcing will be unique to your business. If you’re part of a marketing team at a small business, strapped for time and money, a freelance graphic designer is a better fit than one who works full time. On the flip side, if design is a core part of your business, it might be better to go full time and incorporate a skilled designer into the heart of your company.
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Here are a few key questions to help you weigh the pros and cons of insourcing (or outsourcing) your next role and understand the long-term impact on your business:
Is this role a “core competency”?Outsourcing “core competencies” delegates control over the heart of the business to outsiders who aren’t as invested or ingrained in the business. For example, Twitter would never outsource its software development, nor would Tesla outsource the design and manufacture of its vehicles. Instead, identify “backroom” roles, like accounting, IT, or even marketing, and outsource those.
What time and cost savings do you stand to make? When you outsource jobs, you reduce costs by not paying for equity, benefits, 401(k), and so on. While this may seem like an easy decision, this isn’t guaranteed. Communication and quality assurance can increase the time investment required, and if projects grow in scope—either from poor estimation or increased workload—costs grow as well.
Step 1
How urgently do you need to fill this vacancy? Outsourcing can help companies respond to urgent staffing needs. You can quickly set up a short-term agreement with an experienced freelancer or a fully staffed agency instead of dealing with interviewing, making offers, and onboarding. If you’re hiring a long-term role that isn’t urgent, it’s usually better to insource the role and find an employee who sees a future at your company.
The decision between insourcing and outsourcing affects your cost savings, culture, quality of work, and more. Weigh each option carefully and you’ll increase your chances of making the right decision for the business and the team.
The “right” decision between insourcing and outsourcing will be unique to your business.
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Take our Insourcing vs. Outsourcing quiz to help make your decision.
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Step 2Write job descriptions that speak to top talent
Your job description is your first touchpoint with the candidates you want to hire—and it can be the deciding factor in whether they click "Apply" or bounce off your career site.
To cement a great first impression, job descriptions need to achieve two things:
Clearly convey key information about the role. This is table stakes, but when you’re writing a dozen job descriptions, it’s something that’s easy to overlook.
Build excitement and sell the benefits of working for your company. Your description is a sales pitch, and writing a wordy Wikipedia entry just won’t cut it.
“If there isn’t a balance, then either the role is oversold . . . or the description is not provocative enough to catch the attention of a potential applicant,” says Lisa Metrinko, a Google recruiter.
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For example, one of Deloitte’s job descriptions for an Organization Design Consultant sets lifestyle expectations by stating upfront that employees will need to travel 80-100% of the time.
The description also gets candidates excited about the role by dedicating an entire section to explaining how the employee will grow in the position.
If there isn’t a balance, then either the role is oversold ... or the description is not provocative enough...
Step 2
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At Google, we use a simple four-category framework:
Area.Start your job posting by explaining the core purpose of your company. This is your opportunity to help candidates create an emotional connection to your mission.
Role.Next, outline the high-level daily functions of the position; think of this as the job's “elevator pitch.” Clearly convey role information, and help candidates actively visualize themselves in the role—and build excitement for the opportunity.
Responsibilities.Detail the day-to-day job duties associated with the role. The more information you're able to include about the relevant job responsibilities, the easier it is for candidates to gauge their interest and suitability for the role.
Job qualifications.Round off your job description by explaining the qualifications or job requirements—in terms of education, experience, and skills—needed for the role.
See how each section fits together in our Job description template.
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Step 3 Fill your candidate pipeline with far-reaching promotion
Every recruiter uses LinkedIn and Indeed, so in your search for great candidates, it’s often worth looking further afield to relatively niche and untapped sources. In a competitive job market, you have to advertise your opening with the candidate in mind.
We’ve curated a list of 50 free job sites, spanning four sections: general job boards, specialized job boards, job search engines, and social media sites.
Finally, don’t neglect your company’s website. Site visitors have the potential to become employees, and hiring managers can leverage company websites to boost the visibility of job openings. Make it easy for would-be applicants to find vacancies by creating a dedicated careers page.
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General job boards
Specialized job boards
Job search engines
Social media
ActiveHire
CareerBliss
Glassdoor
JobiSite
JobSpider
Jobvertise
Jobxoom
Ladders
MightyRecruiter
National Labor Exchange
Oodle
Recruiter
Scouted
Smartly
Snag
Wisestep
ZipRecruiter
AngelList
AngularJobs
Anthology
FlexJobs
Giggrabbers
Guru
Handshake
Hubstaff Talent
Internships.com
StartUpers
Switch
Talmix
TechFetch.com
Upwork
Virtual Vocations
Workpop
Adzuna
Hound
Indeed
JobInventory.com
JobisJob
Jora
Juju
Learn4Good
PostJobFree.com
Proven
SquareHire
General job boards
Specialized job boards
Job search engines
Social media
Recruiter
JobSpider
MightyRecruiter
National Labor Exchange
Ladders
JobiSite
Oodle
Smartly
Scouted
Jobvertise
Snag
Jobxoom
ActiveHire
Wisestep
CareerBliss
Glassdoor
ZipRecruiter
FlexJobs
AngelList
StartUpers
Anthology
Handshake
Switch
Hubstaff Talent
AngularJobs
TechFetch.com
Upwork
Virtual Vocations
Talmix
Guru
Giggrabbers
Internships.com
Workpop
Indeed
Jora
Learn4Good
SquareHire
Hound
JobInventory.com
PostJobFree.com
Adzuna
Proven
Juju
JobisJob
Step 4 Screen resumes efficiently to find the best candidates
Don’t let candidates fall through the cracks. Create a screening process and you’re forced to distinguish between must-have and nice-to-have criteria. You develop a clearer understanding of exactly what a great candidate looks like, and fewer great candidates are overlooked or ignored.
Here are four steps to filter resumes and find the best candidates:
Initially review for minimum qualifications, the core requirements that enable employees to perform the role successfully. A copy editor needs to have a solid understanding of grammar, while a software developer needs coding expertise. If candidates don’t meet your minimum qualifications, they can be ruled out.
Great advertising means hundreds of promising resumes. But the more applicants you get, the harder it is to sift through to find the best candidates, turning a promising opportunity into a logistical nightmare. Following a structured resume-screening process helps you make the most of every one of those applications, ensuring that you:
Find and focus on the best candidates. Without resume screening, it’s easy to waste dozens of hours on candidates who aren’t right for the role.
Build a more diverse candidate pool. Following a structured screening process can help you overcome unconscious bias in your hiring process.
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Whittle down the list to candidates with preferred qualifications. These traits are nice-to-haves that make candidates extra valuable to your organization. You may want to create two categories of resumes - the top contenders who meet both the minimum and preferred qualifications, and the runners up for those who meet the minimum qualifications but are short on key preferred qualifications.
Review again based on your general impressions. If you’re struggling to make a decision whether to move a candidate forward, let your general impressions guide you—for instance, you can get a sense for their attention to detail via their resume formatting.
Short list good-fit candidates and reach out to arrange the next part of the hiring process—typically either a phone screen or an interview.
Step 4
Candidate profiles, resumes, cover letters, feedback, and internal notes can be centralized into a single dashboard
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An applicant tracking system (also known as an ATS) expedites these screening steps by using “resume parsing”—converting resumes into a format that’s easy to store and search. Candidate profiles, resumes, cover letters, feedback, and internal notes can be centralized into a single dashboard, allowing you to compare applications side by side instead of wading through hundreds of emails and attachments.
For the best results, combine resume parsing with manual oversight. Then, you can regularly review the efficacy and fairness of the automated process with a critical eye while still saving time with an ATS.
See if it’s time for your team to start using a tracking system with this ATS worksheet.
View now
Step 5 Phone screen candidates to spend less time interviewing
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Interviews are a huge time sink for candidates and recruiters alike. In the best-case scenario, you interview a handful of ideal candidates and make a quick decision—but often, interviews can be long and unstructured, leaving interviewers indecisive.
We’ve outlined a few simple principles to help you use phone screening to whittle your interview shortlist down to a handful of stellar candidates:
Structure your phone-screening process. Many companies with strong hiring programs follow a structured interview process—they pose the same questions to each candidate. Doing so makes it easier to mitigate bias, compare responses across applicants, and ensure a consistent candidate experience. Research published in the Journal of Applied Psychology shows that interviews structured in this way function as effective predictors of job performance.
Phone screens aren’t interviews.Screening is fundamentally different from a phone interview—aim to answer the question “Should we interview this person?” not “Should we hire this person?” Choose a handful of concise questions that will help you identify candidates who aren’t the right fit.
Home in on make-or-break criteria. Use the phone-screening process to focus on the areas that matter—candidates’ availability, salary requirements, etc.—before you get too deep into the hiring process. If you need to fill a key role in the least time possible, place particular focus on the candidate’s availability; if you need a particular skill set—like competency with a certain type of software—dig into the candidate’s experience in that specific area.
There are a handful of key areas every phone screen should touch upon. Here are a few types of key questions to help you cover those bases:
Experience and educational backgroundChoose questions that explore a candidate’s educational background, experience in your industry, and relevant experience that’s unique to the role, such as their familiarity with important tools and methodologies.
Sample question: How would you describe your familiarity with [insert tool needed for the role (ie: Marketo for a marketer)]?
Candidate interestPeople with a genuine passion for the role will bring enthusiasm to your team and boost morale and productivity. To find those candidates, ask questions that explore their general working ethos and try to understand what they’re looking for in their job search.
Sample question: Why are you leaving your current job?
Salary requirementAsk about a candidate’s salary expectations to gauge if you’re in the same ballpark.
Sample question: What are your salary expectations for this role?
Resume questionsThe phone-screening process is an opportunity to understand relevant experience, follow up on unclear information, talk through any employment gaps, and learn about work history.
Sample question: Do you have any important experience that isn’t reflected on your resume?
AvailabilityAsk about a candidate’s current notice period and their eligibility to work to determine whether you’ll be able to hire them, even if they have the right skills and experience.
Sample question: How much notice do you need to give to your current employer?
Step 5
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Check out this worksheet for a list of 15 phone screening questionsView here.
Check out this worksheet for a list of 15 phone screening questions.
View now
Step 6 Interview in person to find out how candidates think
When you ask an obvious interview question—”What are your strengths and weaknesses?”—you leave both yourself and your candidates wanting more. You get a surface-level impression of candidates from their well-rehearsed answers, and they learn little about your company through your generic questions.
Great interview questions are substantial and not easy to answer. They reveal vital insights into a candidate’s experience and motivation—and they showcase the culture, ethos, and attitude of your company, engaging candidates and providing a much-needed snapshot of life at your organization.
Here are a few proven question examples sourced from Google’s recruiters:
Tell me about a time you took a risk and failed? You want to see the applicant showcase their honesty rather than spin a negative into a positive. Ideally, they will also talk about what they learned, without being pressed. A candidate who focuses on constant improvement is a strong one.
If you join, how will you impact the team? You’re looking for signs that your candidate did their homework and researched your company and the goals it’s moving toward. The top answers will be specific in explaining how the applicant can contribute to those goals.
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What is an accomplishment you’re proud of, and why? Asking this question shows you how the candidate approaches challenges—are they a methodical problem-solver, or do they charge into problems without a plan? Their answer also shows what this person values—another indicator of whether they’re a good fit for the role.
Describe your process for [fill in the blank]? In this question, [fill in the blank] is the job, or a major part of the job, you’re hiring for. The answer to this question shows you how your candidate tackles problems that are bound to come up in their day-to-day work.
What’s the most complex or niche thing you know a lot about?Can you explain it to me in five minutes or less? Candidates’ answers will tell you a lot about their natural communication style since it’s a less common question that most people won’t rehearse.
Step 6
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Tell me about the most unstructured environment you’ve ever worked in? You’ll get an idea of whether a candidate is a self-starter by hearing how they reacted when they didn’t have instructions. Depending on how structured your work environment is (or isn’t), you may need a candidate who is good at working within a process or one who thrives in chaotic situations.
What do you most want me to know about you that we haven’t covered yet? Candidates may surprise you by sharing an important detail you didn’t know to ask about. A potential new hire for an international franchise might be fluent in two other languages but never have mentioned it. A candidate for a sales position may bring up the Etsy side hustle they left out of their work experience.
What do you most want me to know about you that we haven’t covered yet?
Step 7 Offer compensation that candidates can’t refuse
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There’s one surefire way to increase your chances of getting a “yes” from your candidate: Offer them a standout compensation package.
Setting a fair, decent salary—one that accounts for performance and competitors’ rates—is obviously a prerequisite for any offer. But choosing the right salary—one that’s both irresistible and budget-conscious—can be a real challenge.
There are three simple steps you can use to determine the right salary for the position:
Find the market salary. While you don’t want to undervalue your role by barely matching competitors, knowing averages gives you a sense of what rates are considered low and high. You can search market rates through data from the U.S. Bureau of Labor Statistics or salary aggregators like Salary.com or Glassdoor.
Define your compensation philosophy. How you position your salary versus the market rate comes down to the values and attitudes you want your compensation package to reflect. Some companies set salaries that are experience-based while others are responsibilities-based.
Set your pay ranges. Employees in the same role might have different levels of experience and merit slightly different annual salaries. Setting a salary range for a role—like a base, medium, and top tier—allows you to adjust individual compensation in a fair and systematic way.
Base salary is only a part of a role’s total compensation. In some cases, a lower salary can even be compensated for with a benefits package, including other forms of remuneration, such as bonuses and equity.
Each of these elements contributes to the total value of your compensation package, influencing the desirability of your role and the perception of your company’s priorities:
Bonuses.Money that’s paid to employees in addition to their salary
Health and wellness.Health insurance options (medical, dental, vision) and wellness perks, such as gym memberships and fitness classes
Time off.Paid time off for vacations, sickness, personal reasons, company holidays, and maternity/paternity leave
Equity.Stock options in your company, often through the use of employee stock options (ESOs) or stock bonus plans
Step 7
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Pension plans.Setting aside money to support employees’ retirement, often in the form of a 401(k)
Extra employee benefits. Examples include education stipends, on-site catering, company cell phones, and more
By understanding your compensation philosophy and using the market rate as a guide, you’ll be able to create standout compensation packages that make candidates want to say yes.
Step 8 Seal the deal with a well-worded offer letter
With your compensation package set, you’re ready to make an offer to your top candidate.
Due to the recency effect, offer letters leave an especially strong impression on candidates. It’s the last stage of the hiring process, so candidates recall their feelings about the letter more easily than with previous stages.
Use the recency effect to your advantage. Write an offer letter that builds excitement and instills confidence and you’ll leave a final positive impression that drives a candidate to take the job. Here are a few tips for turning a good offer letter into a great one:
Go beyond the “transaction.” Offer letters don’t need to be terse and technical. While some sections should be particularly clear and concise—salary, employment type, and start date, for example—there’s plenty of room to add personality and positive emotion into the experience.
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Answer crucial questions. Your offer letter is the perfect opportunity to demonstrate your communication skills and answer additional questions about job titles, responsibilities, and compensation. It’s an opportunity to clarify expectations and ensure both candidate and company are on the same page.
Don’t hold back. Hiring is exciting. You’ve found someone with the perfect combination of skills, experience, and interest to join your team, and they’re about to open the door to a whole new career, so don’t hold back. If you were bowled over by your candidate, send them a clear, unequivocal message: You’re a great fit, and we’d love to have you join our company.
As you apply these tips, there are 11 elements you should include in every offer letter to define the job and encourage a candidate:
Congratulations. Receiving an offer is a moment for celebration, and adding a line (or two!) of congratulations to your letter reinforces the sense of accomplishment.
Explanation. Naming the reasons why the candidate is a great fit is an extra vote of confidence that they’ll appreciate.
Position title and responsibilities. To recap the job details, open your letter with the position title—like Head of Marketing, Business Development Representative, or Financial Analyst—and a brief description of the role’s core responsibilities.
Employment type, compensation, and pay structure. The decision to accept or decline an offer is often based on total compensation, so be sure to clarify whether the role is full time or part time, whether it’s hourly or salary, whether there are bonuses, and when employees are paid.
Benefits. Showcase the perks of the position—insurance options, paid time off, education assistance—to motivate candidates to accept your offer.
Start date, schedule, and work location. Clearly communicate your expectations by stating where the new hire will work, what their expected office hours will be, and when you’d like them to start the new role.
Manager. To build excitement about mentorship, tell the candidate who will be responsible for overseeing their work.
Contingencies. Clearly communicate any verifications or qualifications needed to start the role—background checks, references, verification of employment—so candidates can start preparing materials.
At-will status. Clarify your company’s at-will status—referring to your employment relationship and an employer’s ability to terminate employment without having to establish “just cause”—since it can vary from state to state.
Offer expiration date. Consider providing a deadline so candidates follow up within a reasonable amount of time.
Next steps. Close with clear instructions on how to accept the offer—usually signing it, dating it, and emailing it back to you—and set expectations for additional next steps, whether that’s a formal job offer and employment contract or one of the contingencies mentioned above.
Step 8
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We’ve created a template containing all of these elements needed to help great candidates become happy employees.Download our offer-letter template.
Don’t hold back. Hiring is exciting.
We’ve created a template to help great candidates become happy employees.
View now
Step 9 Reject candidates without burning bridges
For every offer letter that you send, there are dozens of rejections that need to be delivered.
Treat an applicant with courtesy and respect in the rejection letter. They’ll be more likely to perceive the experience with your company as positive and more willing to share positive feedback and reviews on job sites.
Rejection is also a chance to help the candidate improve. A letter with thoughtful and honest feedback can help a rejected applicant become a better fit for future openings at your company.
We’ve broken down six steps for writing rejection letters that strengthen your employer brand and candidate experience and help applicants improve and reapply:
Address the candidate by name. Send the rejection letter to the candidate’s email address and greet them by name in the message to make them feel acknowledged.
Thank the candidate. If the applicant understands that you appreciate their effort and involvement in the hiring process, they’re more likely to maintain a positive view of your company and walk away with positive things to say and a willingness to reapply in the future.
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Deliver the bad news. After thanking the candidate, it’s important to quickly get to the rejection itself. Applicants will want to know why you’ve sent the email, so it’s best to promptly state the rejection instead of drawing out the message.
Give specific feedback. By taking the time to add feedback on their specific application, you will help your company stand out as a people-first organization, and you’ll help candidates successfully reapply in the future.
Offer hope about future openings. If a candidate shows promise, you can suggest the possibility of applying to future openings to encourage reapplications.
Wish them luck. By ending with “good luck,” you close the rejection email on a thoughtful note.
Step 9
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You can craft an effective message in no time with our free rejection-letter sample and template, complete with all of the essential elements that we covered in this guide.Download our rejection letter template.
After thanking the candidate, it’s important to quickly get to the rejection itself.
You can craft an effective message in no time with our free rejection-letter sample and template, complete with all of the essential elements that we covered in this guide.
View now
Step 10 Assess hiring performance to flag issues and improve
There’s more to hiring metrics than just reporting performance to your executives. They help flag problems at the first sign of trouble—whether it’s a bottleneck in the hiring process or a shortfall in applicants—and ensure that every decision serves a broader company goal, with every dollar of recruiting spend translating into meaningful company growth.
While there are hundreds of metrics you could track, here are five core KPIs that should lie at the heart of every hiring team’s reporting process.
Pass-through rate, also known as the conversion rate, measures the percentage of candidates who move forward between each recruitment stage. For example, if a job posting attracts 200 new applicants, and 25 are deemed suitable for a phone screen, the new applicant-to-screening pass-through rate would be 25/200—12.5%.
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A high screening-to-interview rate might suggest that you need to be more selective, while a low offer-to-hire rate could suggest that some aspect of your offer letter is deterring candidates.
Source quality measures the ratio of applicants to hires for each source. For example, social media might generate 100 applications that result in one hire, while your site’s careers page generates 50 applications that result in two hires. The smaller the ratio, the better the source.
Offer rejection reasons given by candidates highlight any roadblocks that repeatedly prevent great candidates from accepting your job offer. For example, if many candidates felt unqualified for the role, there might be a mismatch between the job description and the type of candidates applying.
Offer rejection reasons given by candidates highlight any roadblocks that repeatedly prevent great candidates from accepting your job offer. For example, if many candidates felt unqualified for the role, there might be a mismatch between the job description and the type of candidates applying.
Time to fill—also known as time to hire, or TTH—measures the period between the start and the end of the hiring process.“The key to making TTH actionable is to break it down into its components, examining those for hints on where to optimize your hiring process for speed,” says Jeff More, head of staffing for Google Consumer Hardware.
Cost to fill refers to the cost per hire, including internal expenses (recruiter salaries, interviewer time) and external ones, such as job-board and background-check fees. By analyzing all of the costs associated with making a hire, you can budget to attract the right talent in a way that’s affordable and sustainable.
By tracking these core recruiting KPIs, you can clearly see areas to radically improve the hiring process—for both candidate and company—over time. As Jeff Moore explains, “Not only does this approach let you source more effectively and target people you’ll be more likely to hire, but it also allows you to take a deeper look at the talent you’ve added to the team and ask if that’s the right talent moving forward.”
Step 10
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Recruiting KPIs help you identify bottlenecks in your hiring process...
Hire by Google is a recruiting app that keeps every part of your hiring process—from sourcing candidates to scheduling interviews—structured and organized. With Gmail, Google Calendar, and other G Suite integrations, Hire handles a number of administrative tasks, including:
・ Posting jobs to multiple job sites
・ Streamlining candidate communication with Gmail templates
・ Automatic interview scheduling with Google Calendar integration
Request a demo to find out how Hire can make your recruiting process faster and more collaborative.
How Hire can helpThere’s no real mystery to attracting top talent; it’s a matter of having the right hiring process.
By working through this e-book, you’ll be able to create an efficient workflow that turns great candidates into great employees. You’ll gain clear insight into which parts of the process work and which need improvement, and you’ll create a candidate experience that gets better each and every month.
Build a structured recruitment process for a better candidate experience
