Imagine you are in the process of hiring for both an Operations Manager and a Technician. Each candidate makes it through an assessment step, a phone screen, an in-person interview, and each are extended an offer.
The hiring process is one of the most important strategic plans your company can develop, but does evaluating these two candidates using the same hiring process actually help you make a better hire? These two positions require different skills and experience and as a hiring manager, you would most likely have more success evaluating the two candidates separately with their own unique screening and interview process. These employees will take thousands of individual actions on your behalf and you need to approach your hiring decisions strategically.
At CareerPlug, we work with a variety of clients and each one has the ability to create their own custom hiring process. Typically the process looks like this:
While the overall flow might stay the same, a client might have additional actions in each one of the steps. A client like ServPro hires a very specific type of candidate and to ensure they make the right hires, they might have multiple levels of interviews and recruiting sessions in their hiring process.
| Operations Manager | Technician |
| Prequalify & Review | |
| View resumes and filter by responses to pre-screen questions. | |
| Personality and Cognitive Assessment | Technical and Skills Assessment |
| Evaluate candidate assessment scores against assessment scores of your current top performers to identify the best matches. | A technical skills assessment can reveal insight into whether an applicant has the knowledge needed to perform the role. |
| Phone Screen | |
| A phone screen gives you the chance to ask high-level questions and expose some of the intangible qualities about the applicant. | |
| 1st Round Interview | |
| Schedule a face-to-face interview with the hiring manager to go over the specific role and responsibilities. | |
| 2nd Round Interview | Technical / Shadowing Interview |
| Use an additional interview round with other team members (other managers or colleagues) to meet and evaluate the candidate. Your opinion matters but it is only a quick snapshot so increase your chances of finding a good hire by asking for those other opinions. | This in-person interview with the hiring manager can include a chance to go out into the field with a current technician to go over the specific role and responsibilities. A role-play or simulation out in the field can differentiate the candidates who have the necessary skills. |
| References | |
| Finalize the process with a step to confirm work history, performance, personality, and insight into whether they would rehire a candidate. | |
Customizing Franchise Workflows
Within your ATS, you can create these custom, but still consistent, workflows to ensure that you are building a repeatable process that can lead to better hires.
We make it easy for franchisors to create a default hiring process for franchisees. Franchisees have the option to use that process or opt into customizing their own. This way the franchisee can establish and manage their own hiring process and franchisors will stay compliant with joint-employment regulations.
Becoming a true talent evaluator can only happen if you have a consistent hiring process. Developing a role-specific hiring process can help you avoid the costly setbacks of a bad hire and can help you identify your top performers efficiently. Better employee hiring leads to an increase in company performance so invest your time in developing your approach and you will see results!
