Objective: Understand the client's needs and expectations for the role.
Participants: Client representatives (e.g., hiring managers) and the recruitment team.
Key Focus: Discuss job description, role expectations, timeline, budget, and company culture to align both parties.
Outcome: Clear understanding of the role requirements and client expectations.
Objective: Maintain momentum and ensure alignment.
Timing: Should be scheduled within 48 hours of the initial kick-off meeting.
Participants: Recruitment team and client representatives.
Key Focus: Review progress on the job description and address any remaining uncertainties.
Outcome: Confirmation on next steps and clarity on outstanding issues.
Objective: Document and confirm the key decisions from the initial meeting.
Content: Summarize major takeaways, role specifics, timelines, and assigned responsibilities.
Outcome: Agreement on job description, timeline, and budget.
Objective: Create a compelling job post and design an assessment test to evaluate candidates.
Actions: Draft the job post in line with client needs and develop screening questions that assess key competencies and culture fit.
Outcome: Job post and assessment ready for client review and approval.
Objective: Ensure alignment on job post content and establish a process for interview scheduling.
Actions: Send the job post and assessment test to the client for final approval. Request a calendar link for interview scheduling.
Outcome: Approved job post and interview scheduling infrastructure in place.
Objective: Maximize visibility and attract qualified candidates.
Actions: Post the job across relevant platforms (LinkedIn, Indeed, etc.) and utilize a paid advertising budget if necessary to enhance reach.
Outcome: Job is live and visible to potential candidates.
Objective: Build a diverse and qualified candidate pool.
Actions: Collect applications and monitor submissions, ensuring inclusivity and diversity. Respond to initial candidate queries.
Outcome: Established pool of potential candidates.
Objective: Eliminate unqualified candidates early in the process.
Actions: Review applications and screen out candidates who don’t meet essential qualifications (experience, education, etc.).
Outcome: Refined list of eligible candidates ready for further evaluation.
Objective: Evaluate core competencies of the shortlisted candidates.
Actions: Send the assessment test to the qualified candidates, providing a clear deadline for submission.
Outcome: Completed assessments from the candidates, ready for review.
Objective: Identify the most promising candidates from the assessment results.
Actions: Analyze assessment scores and select the top-performing candidates (e.g., top 10%).
Outcome: Shortlist of top candidates prepared for interviews.
Objective: Ensure structured and consistent interviews across candidates.
Actions: Develop an interview guide, including key behavioral, technical, and cultural fit questions, tailored to the role.
Outcome: Comprehensive interview guide prepared and shared with the client.
Objective: Facilitate interviews between candidates and the client.
Actions: Coordinate with the client and candidates using the scheduling infrastructure. Manage logistics to ensure smooth interview operations.
Outcome: Interviews completed with feedback collected for further evaluation.
Objective: Identify the final candidate for the position.
Actions: Collaborate with the client to review interview feedback and select the top candidate based on performance and fit.
Outcome: Final candidate selected and prepared for the offer stage.
Objective: Ensure a smooth transition from candidate selection to hiring and onboarding.
Actions: Provide the client with information on onboarding best practices and tools for managing the new hire. Assist with any final negotiations or contract arrangements.
Outcome: Successful hire with support materials provided to ensure long-term success in the role.
