How the Hiring Process Really Works

How the Hiring Process Really Works

How do hiring managers focus on finding the right person for a job opening? The recruiting process is different in each industry, but most companies follow similar procedures. Some companies will inform a candidate if they are not selected for a position where others will not tell them. As a job candidate, it can be frustrating to wait around for a phone call and not get an answer about why you were overlooked for the position. Here is a detailed description of how the hiring process works:

The recruiting process is different in each industry, but most companies follow similar procedures

1. Job Posting

A job is posted using automated programs or other methods. Once the position is posted, applications start coming in. The screening process will involve weeding out the applications that do not fit all the criteria needed to perform the job. In some companies, a single position can have over 200 applications. Using automated software to filter through the applications can reduce the amount of time it takes to find candidates that are qualified to do the job.

Exclusive Download: Get More Applicants From Job Boards

Don't post and pray. Get this exclusive FREE cheat sheet and take active steps to dramatically increase the results you get from your job board posts.

2. Narrowing Down the Applicant Pool

Once Human Resources or the hiring manager has had time to review the best applications, they will start contacting people. Some companies will send rejection letters to each person that applied for the job as this helps to avoid having multiple people call the office or send emails to inquire that their application was received. Some hiring managers will carefully read over the cover letters and information attached to the application to scrutinize the applicant. The first stage of hiring normally consists of phone interviews with about 20 different applicants. Phone interviews are helpful to see how a person responds to difficult questions, and to see if a person can establish rapport over the phone. Some companies will do a second phone interview before scheduling an on-site interview.

3. On-Site Interview

Individuals chosen to come in for on-site interviews are in the final running for the job position. Companies are seeking individuals with the right criteria and experience to do the job. They are looking for people that are well-rounded and will be able to adapt to the company culture. Many of the questions during the interview phase will discuss work history, career goals, and role-playing exercises. This information allows a company to see how an individual will approach a problem that is similar to something they may face if hired for the position. After the interview, the hiring manager will speak to others that sat-in on the interview to discuss the pros and cons of each candidate before making their selection.

For more information about items mentioned in this article, contact us

increase applicant flow

Increase qualified applicant flow across the board

Download this exclusive guide to improve your qualified applicant flow.

First Name*
Last Name*
Share this article

Related Articles

hr turning into a hiring superhero
Switch Out Your HR Hat to Drive Better Hiring Results

Learn how replacing your HR Hat for a Marketer's Hat will turn you into a hiring superhero by driving more qualified applicants to your jobs.


hr managers showing their best source of hires
Create an Employee Referral Program that Works in 7 Easy Steps

Find out how to tap into the best source of hire for your job openings by implementing a successful Employee Referral program.


think outside the box plaque hiring process reminder
3 Steps to Turn Your Hiring Challenges into Applicant Flow Advantages

Hiring challenges can be time consuming! Try our 3 step approach to thinking outside the hiring process box and increase your qualified applicants today.


Want a tour?

Schedule a Demo

Let's get started!

FREE Trial