This year, we resolve to bring all our client’s on board and up-to- speed with a recruitment process known as structured hiring. To many of us, structured hiring will feel like common sense, but the devil is in the details – and how those details ripple effect the rest of the process.
What is structured hiring? Well, it’s pretty obvious: hiring with a structure from beginning to end.
The process sits upon three pillars – the first is that the business objectives of the job define the ideal candidate. Second, a clear and previously outlined process defines all candidates, and finally, hiring decisions are not made on gut-feelings but data and evidence.
In structured hiring the supervisor of the open position works with the HR representative to write the job description in three parts: tasks, objectives, and outcomes. From this the HR rep should create a guideline and candidate checklist based on prior experiences, education, and personality traits. The scorecard we like the most breaks the interview up into three key areas that can be scored: Role, Objectives, and Attributes.
At EnergyPowerLab, our processes uses specifically designed structured hiring for the energy industry, that allows us to highlight and track candidates throughout their careers, to make sure you never miss a great candidate, even a passive one.
One of the aspects we want to highlight about structured hiring is the role of communication between recruiter and hiring manager (the equivalent of communication between us and you). After the first meeting and sending of candidates, we like to have a follow-up meeting with you about the quality of candidates sent and to create for you a technical take-home of how we arrived at the candidate list. This allows both parties to track what elements of data and experience were highlighted to find the candidates. It is useful as future learning for both sides.
Our advice about structured hiring? Hiring doesn’t stop at the signing of a contract. Follow-up work is imperative to a good, long-standing relationship and match. Checking the boxes and filling the role is only half the battle when hunting for good candidates that will stick around, and for that reason our New Year’s Resolution (that we hope you might also adopt), is to be ever optimizing our structured hiring process to increase success and long-term satisfaction for our clients and candidates.