Create hiring plans that are meant for a purpose or a project. We've designed hiring plans to help your leadership team outline the recruitment expectations for a quarter or may be a year, by acting as a collection of requisitions.
Enabling managers to raise job requisitions can be quite a useful facility. But not every requisition is well planned, right? You can focus on filling the right vacancies, while leadership approves the right requisitions for you.
Going through tens of CVs looking for relevant candidates can be frustrating. Simply create screening questions that clearly express what your basic criteria to consider an application relevant and save your time to focus on the right matches.
Empower managers, team leaders and department heads to raise their own hiring requisition requests. This can not only improve clarity in hiring
One shouldn't look at all hiring plans as new positions because replacements require a very different treatment. Segregate requisitions as new placements and replacements, to help cater to hiring requirements appropriately.
We understand and have experienced how setting the right hiring priorities can help recruiters focus on what's more important right now. This drove us to include clearly defined hiring priority options: Immediate, moderate & relaxed.
Assign hiring plan ownerships to help channel hiring decisions from the right leaders who act as custodians of a particular hiring plan. These owners get a birds-eye view of the recruitment status on the requisitions within their plans.
Create as many unique pipelines as you require, one for every job. We understand that every job could require different hiring stages when evaluating candidates for it, so why paint every job with the same brush, right?
A requisition may contain multiple job openings that need to be filled but not all of them may be relevant. Leaders can select to approve specific job openings within a requisition to stay in-sync with your hiring plans.
Write a detailed job description that clearly articulates the role and responsibilities of the vacant position. The importance of a job description can never be expressed enough, so we want to make sure you have the platform to express it!
Despite the right experience and skillset a candidate may do more harm than good, if they're not the right culture-fit. Use cleverly worded company & culture questions to filter out those who don't match your organization values & wavelength.
Assess the candidate's abilities vis-a-vis the role in question and the functions they have to serve by asking job-specific questions. You'd be surprised how different a candidate can turn out compared to what they appear on paper.
Many recruiters and even hiring managers swear by the importance of a cover note (or cover letter) because It helps the candidate articulate why they're the right fit. If you're one of these folks, this is an option you'll like.