Standard Enterprise Hiring Process for Evolving Organizations

Talent acquisition in enterprises could be a daunting task without a streamlined recruitment process.

To maintain the organization's goals and revenue, recruiters must know who the ideal candidates are and how they hire them. Using a fully-fledged recruitment process, recruiters can determine employee accountability, satisfaction, and, most importantly, employee turnover.

The process typically includes the creation and posting of job listings, application and resume screening, interviewing, reference and background checks, and the final selection and offer to the successful candidate. The hiring process is designed to ensure that the organization finds the best candidate for the position, while also complying with legal and ethical requirements and ensuring a fair and equitable process for all applicants. This, combined with industry specific issues, makes enterprise recruitment a challenge.

So, let's just get right into it how you can make it better.

How is enterprise recruitment planning done?

Enterprise recruitment planning is a process of developing recruitment strategies and plans under a defined budget to meet organizational needs.

So, how should enterprise recruitment be done ideally? Let's answer here!

1. Identify the recruitment needs:

The recruiters must determine the workforce requirements based on workforce analysis, job analysis, and forecasting future talent needs.

2. Define job requirements

Once the workforce requirements are identified, define job requirements. It can include essential skills, qualifications, experience, and other similar requirements for the success of the individual as well as the organization.

3. Develop a hiring strategy for your enterprise

Depending on the workforce requirement, develop recruitment strategies. These strategies must outline the sourcing channel, organizational needs, and selection criteria.

4. Create a recruitment plan

The recruitment plan includes the recruitment timeline, budgets, candidates' roles and responsibilities, and the blueprint of the hiring process.

5. Evaluate the recruitment process

Evaluating the recruitment process is a must process. It helps recruiters to understand the effectiveness and feasibility of the recruitment process. While assessing the recruitment process, hiring managers must monitor time to fill, quality of hire, cost per hire, candidate experience, candidate bounce rate, etc.

Enterprise hiring is continuous energy and time-consuming process that requires months at times. Recruiters will have to conduct regular assessments and adjustments to meet the organizational needs.

We understand that it sounds lethargic, and the process is arduous in real terms. That's why many clients use iMocha to save half of the hiring time. After analyzing the recruitment industry, we know very well how crucial it is to get the right recruitment tool.

Enterprise Interview Process

The enterprise interview process is one of the most critical components of the entire hiring procedure. It includes the identification and evaluation of the most qualified job candidates. Here are the steps involved in the enterprise interview process:

• Resume Filtration by ATS

Resume filtration by ATS (Application Tracking System) is mainly used during bulk hiring for any enterprise or firm. Using ATs software, recruiters can automate candidate screening and resume filtering processes, saving tonnes of time and cost per hire.

The ATS assigns a score to each resume as per the standard score of the enterprise, number of keywords, and other criteria. Once the resume meets the minimum qualification criteria, it is passed to the human recruiter.

• Recruiter Telephonic Round

The telephonic recruiter round is a fundamental part of the hiring process, where the hiring manager conducts the phone interview with the applicant to understand basic qualifications, experience, and other information.

• Aptitude, Reasoning, Psychometry Behavioral Assessment Round

A psychometric, aptitude, and reasoning round of the hiring process involves assessing an applicant's cognitive abilities, personality traits, and behavioral tendencies. Candidates often undergo this assessment to determine their problem-solving skills, critical thinking abilities, and potential.

Try iMocha's fully customizable pre-hire aptitude tests during your enterprise hiring process.

• Technical Assessment Round

Technical assessment rounds are part of the hiring process, in which an employer evaluates candidates' technical skills and expertise. This test aims to determine if the candidate has the technical skills and knowledge to perform the duties effectively. Depending on the job, technical aptitude tests can include coding questionnaires, problem-solving questions, technical interview rounds, hands-on demonstrations, or other difficulties.

Want to reduce your enterprise hiring time by half? Try iMocha's ready-to-use, highly customizable technical assessments. iMocha offers 37+ coding languages, 2500+ coding challenges, 1Lakh+ questions, 2500+ skills and a lot more to explore.

• Face-to-face technical round with the hiring manager

Face-to-face technical round with the hiring manager is one of the crucial aspects of the enterprise interview process. The purpose of this round is to measure, monitor and evaluate candidates required technical skills for the job role. It may include technical experience, skills, the number of firms the candidate has worked with, and more.

• Candidate Feedback Form

A candidate feedback form is a survey used by employers to gather information on a candidate's experience during the hiring process. It can include questions based on the company's values, friendliness, hiring authorities, etc.

• Candidates Background Verification

The candidate's background verification is done once the candidate is hired. The purpose of this round is to check the accuracy of information provided by the candidate during the hiring process.

• Proper email response at each stage to candidates with their updated status
• HR's Salary Negotiation Round
• Appointment letter offered

Significant Challenges faced during Enterprise Recruitment Process

Enterprise recruitment is no easy task; it takes consistent manpower and time of months to hire the right fit. So here are the most commonly faced recruitment challenges throughout the enterprise talent acquisition process.

• Attracting suitable candidates from the wider skill pool

One of the most prominent challenges enterprise recruiter faces is huge number of applications per role. While this may be a good thing, it can quickly turn upside side if you don't have tools to automate some time intensive and repetitive tasks. Imagine manually going through thousands of resumes per role, phew!

Your options are constrained if you are trying to find the ideal candidate in a pool of unqualified applicants. The best approach to hiring the appropriate, job-fit candidate is frequently from a smaller pipeline of better-qualified talent; it's not necessarily about the number of applicants.

The recruiter must determine the organization and job requirements to narrow down the candidate pipeline during virtual recruitment. The shorter the pipeline, the easier it is to acquire top talent.

• Using a data-driven recruitment process

Companies must deploy the top recruitment tools such, to make the process more streamlined for the employer while also keeping the candidate experience in mind. Recruitment tools such as iMocha have helped top 500 fortune companies narrow down the candidate pipeline.

• Accessing talent as a temporary fix

Enterprise recruiters frequently hire only to fill vacancies because of the pressure to fill them immediately. Recruiters forget that even if your business has a strong reputation and has won numerous workplace honors, you still need to concentrate on offering top-notch candidate experiences.

• Recruiting capable candidates

Recruiters consistently reach out to qualified applicants, making it more difficult for your email to stand out. Also, individuals with difficult-to-find abilities frequently explore many jobs offers concurrently. You must work harder to persuade passive applicants to choose your business over that of your rivals.

Recommendations/Tips to Improve Enterprise Recruitment Process

As we all must have heard, work smarter rather than harder! At the end of the day, the result is counted, not the efforts. That's why recruiters must look for ways that can shorten their enterprise hiring process rather than sifting through thousands of resumes and conducting hundreds of interviews.

So, can we shorten such a significantly time-consuming process? By deploying the right recruitment tool that can help you fulfill talent acquisition needs for your enterprise! Talent acquisition tools such as iMocha enable you to automate the entire hiring process saving you loads of time and cost per hire.

Here are some of the most valuable yet simple benefits of deploying iMocha as your recruitment tool.

• Automate resume sifting and screening

Top enterprise talent acquisition tools such as iMocha can help you cut down time-to-fill drastically. iMocha automates some of the most time-consuming processes, such as resume sifting and candidate screening.

• Conduct assessments in bulk

To save time to a great extent, recruiters must conduct bulk assessments using enterprise talent acquisition tools such as iMocha. It is an easy-to-use and fully customizable hiring tool that assists recruiters in conducting bulk assessments. Hiring managers can either use iMocha's ready-to-use assessments or create a custom one from its extensive skill library of 2500+ skills.

• Develop, track, and measure the talent pipeline

Talent pipelines are lists of pre-screened applicants who are qualified for particular positions. As a result, you won't need to rush to fill jobs, parse through hundreds of resumes to discover the perfect applicant, or have endless interviews.

Developing a talent pipeline is essential for hiring the best talent, but tracking and measuring it is also crucial. Recruiters can delve more profound and more accurately into the data using the talent pipeline.

By measuring your talent pipeline indicators, you may improve your candidate sourcing techniques to locate and engage highly qualified people.

• Conduct advanced interview

Recruiting technology enhances more than just processing applications and building relationships with potential candidates; it can also improve interviews. For example, particular software can record the conversation with an applicant, or AI-powered algorithms can examine a candidate's appearance, communication of ideas, facial expressions, and more. Try d even more. Try iMocha's advanced interview features, such as Live- Coding interviews, video interview questions, etc.

This data is then compiled in an analytical report that estimates how successfully this individual will satisfy the company's goals.

Want to streamline hiring processes? Check out Top 12 Enterprise Recruitment Software 

FAQ Reference

1. How long does it take to hire an experienced candidate in an enterprise?

To be practical, there is no specific answer to it. Hiring varies from company to company. Some may hire you on the spot, or some may take 2-3 days, 2-3 weeks, or even months. Hiring periods depend on the organization, the role you're applying for, and the level of role, seniority, juniority, or manager.

2. What are the major challenges of the enterprise hiring process?

These are the significant challenges faced during the enterprise recruitment process

• Attracting the right candidates from the wider skill pool
• Using a data-driven recruitment process
• Building an authentic and strong employer brand
• Generating the right recruitment strategy
• Narrowing down the candidate pipeline with right-fits

3. How many interviews does the enterprise have?

The number of interview rounds depends on multiple factors, including the organization's hiring process, the position they are hiring for, and the level of that position. Roughly estimated, an entry level-position requires one or two interview rounds, senior positions can include 4-5 rounds, and so on.