A Hiring Process with No Margin of Error

Saturday, December 4, 2010
Today a majority of companies use the Internet to hire new employees. Some have webform applications, where prospective candidates can input their personal PR and other comments. Required qualifications can be simplified by respective checkboxes.

But every company's hiring process is different. The conditions differ, including the number of new employees to be hired as well as the type of industry or position. The below is a workflow sample for a Japanese company that expects 500 applications and wants to hire 20 new graduates. At this company, the entry data of the top 100 candidates are reviewed by each department head, so that the most eligible candidates don't get bunched together during the first group interview. (This means 400 applicants are sent rejection letters after the initial paper screening.)

The main point of this workflow is that "accurate notifications based on accurate results" are automatically sent to each applicant. Hiring managers don't have to manually type email addresses.
The notification tasks (e.g., [3-a. Passed Paper Screening] and [3-b. Failed Paper Screening]) are for final checks to prevent typos, but are actually mainly for managing the timing of each notification.

If your offers are often declined, you can add at the end a task for processing these cases (task 11), and let them remain there until the official hiring. In case you were wondering, there is no split after the CEO interview (hire vs. reject), because at this company all candidates who make it to the CEO interview already have the job.