The Recruiting Process

How the Recruiting Process Actually Works from Start to Finish

Kicking Things Off

We start our recruiting process by having an in-depth kick off call with the hiring manager to understand three primary things that give us a good understanding of what will make someone successful in the role. This leads us to creating a good job description and screening guide when talking to potential candidates. There are no 100% correct answers, this is supposed to be a legend that helps lead us into a potential pool of candidates.

  • Role
    • What is the core skill set required to excel in the role? Top 3-5 must haves!
    • What experience level do you think is required?
    • What kind of comp range?
    • What is the career path?
    • What will they be working on?
  • Team
    • How big is the team?
    • How are they organized?
    • Where are they located?
  • Company
    • How many people work there? How fast has it grown (or shrunk)?
    • Revenue size? Forecasted growth?
    • What is the mission, vision and values of the company?

Digging In

Now that we know what we are looking for in a candidate, we move on to WHERE we look, with a two-pronged approach:

  • Our own network, we are always building our own talent network so we are ahead of the game by the time you need a role filled.
    • This helps our candidates, they know they can depend on us to find them unique roles that are compatible with their background and their future wants and needs.
    • This helps our clients, we are sending them candidates that we know beyond just a single phone call.
  • A lot of recruiting experience! The tools have changed, but the methods have not, using a combination of technology and know-how we are able to bring all the pieces together to solve the hiring problem. We know where to find people, how to talk to them and how to build a trustworthy relationship sets recruitAbility apart.

Completing the Relay

Candidates are led through the recruiting process, with updates (good or bad) throughout.  People are busy doing their current job, so we take the time to make sure they are prepared and be ready to sell you why they are the best fit for the role.

As we get into interviews and towards an offer, we integrate ourselves as needed in the process. We find every client situation to be unique and everyone has a process that works for them, we remain fluid and can help wherever is needed.

Crossing the Finish Line

When the time is right, we help with salary and benefits negotiation, which can get tricky when closing a great candidate.

It Isn’t Over at the End

What is unique about recruitAbility though is that it doesn’t stop there, we stay engaged with our sales candidates that we place throughout their first year of employment with our proprietary employee engagement platform.

Throughout the hiring process, you will have access to our Applicant Tracking System to give you complete transparency and to make it an organized process, saving you time. We know your time is valuable and don’t want to drown you in emails and phone calls.

 

How Much Time Does it Take to Make a New Hire?

Speaking of time, how long does this whole process take? Typically it takes about 60-90 days from the day we start the search to the day they start the job. There is a lot that goes on in the process that most people never think about or take for granted. This includes sourcing, candidate screening, profile reviews, interview scheduling, negotiation and leave notice period. Sales people also have to consider their current commission payouts and bonuses before making a move.

This timeframe is an average from our experience, it can vary wildly though usually, the two biggest factors that extend the time to hire are:

  • Looking for a rare combination of skills (e.g. existing client relationships in a particular geography)
  • An unorganized interview process (scheduling on the fly, adding new interviewers during the process, cancelling and rescheduling)

We share interview process best practices per each type of role:

  • Should you administer a sales skills or culture test?
  • Who should interview the candidate?
  • Remember how many other companies are also talking to this person as well