Our Customized Hiring Process
At Williams & Wodell, we understand that hiring the right people is essential to your organization’s success. With our combined 90 years of experience in recruiting, we’ve created a flexible hiring process that is designed to meet the needs of your business. We also understand that every organization’s culture is unique. We will work closely with you to ensure we’re bringing in the strongest and most qualified candidates for your team. We are confident the candidates we present will be competent to perform the job. The combination of a thorough hiring process and your involvement will bring a successful hire into your organization’s culture.
Below is a sample of steps that can be included in an interview process.
1. Job Description Creation & Update
We begin by creating or updating a job description to ensure it reflects the role’s current responsibilities, expectations, and qualifications. This ensures that candidates have a clear understanding of the role from the start.
5. Internal Referral Program
We encourage your internal employees to refer candidates who they believe would be a great fit for the role. Building an internal referral program creates a sense of ownership among current employees in the hiring process. If you don’t have a referral program, we can help you create one.
9. Reviewing Successful Candidates
The successful candidates from the phone screens are reviewed with the hiring manager. This step ensures alignment and helps us decide which candidates to move forward with.
13. Assessment (Optional)
Skills Test: Depending on the position, we may require candidates to complete an assessment or test to showcase their expertise and abilities.
2. Confirming Compensation Range
To attract the best talent, we ensure that the compensation range is aligned with the responsibilities of the role and the market value for your location. This ensures we’re competitive while maintaining budget alignment.
6. Reviewing Applicants & Resumes
We thoroughly review all applications and resumes to ensure candidates meet the minimum qualifications. This step helps us quickly identify the best candidates for the next phase.
10. Scheduling Interviews
We schedule interviews with the hiring manager and relevant team members. This step allows the team to meet the candidate in person or virtually, giving everyone the chance to evaluate the candidate’s fit within the team and company.
14. Final Interview
Organizational Fit: This step focuses on ensuring that the candidate is a good fit for the team and company culture. We’ll schedule the candidate with additional leaders and team members to discuss your alignment with your values and vision.
3. Create a Job-Specific Phone Screen
We design a phone screening process specific to the job requirements. This ensures that every candidate is assessed in a consistent manner, highlighting key skills, qualifications, and cultural fit necessary for success in the role.
7. Conducting Phone Screens
We conduct phone screens to evaluate a candidate's skills, experience, and organizational fit. Each phone screen is documented to ensure that feedback is captured for reference later.
11. Collecting Interview Feedback
After the interviews, we collect feedback from all interviewers. This ensures that we have a comprehensive understanding of each candidate’s strengths and potential. It also confirms that every interviewer knows their voice is heard.
15. The Job Offer
Once a individual is selected, we’ll confirm the compensation needs of the candidate as well as any additional information the candidate may be considering (other job offers, benefits, planned off time).
4. Sourcing Applicants
We leverage various platforms and our extensive network to find the right candidates - job postings, cold calls, LinkedIn, referrals, and internal postings. We employ a comprehensive approach to sourcing applicants that ensures a wide pool of diverse candidates.
8. Eliminating Unsuccessful Candidates
Based on the phone screen results, we eliminate candidates who aren’t the right fit and move forward with those who meet the criteria.
12. Job-Specific Reference Checks
We create a reference check form tailored to the specific role, including input from the hiring manager. This ensures that we gather relevant information about the candidate's past performance, work ethic, and behavior.
Once we’ve completed the reference checks, we review the feedback with the hiring manager to ensure that the candidate’s background aligns with the expectations for the role.
16. Offer Negotiations
We can be involved in any part of the negotiation you desire. Because compensation conversations may be sensitive, some candidates feel more comfortable speaking with the outside recruiter during this step.
