2 mins, 53 secs read time
Climbing the Greenhouse Hiring Maturity™ curve
Once you’ve understood the Greenhouse Hiring Maturity™ curve and taken the assessment to see where your team currently sits, what happens next? This is the time to start taking action. The great news is that no matter where you fall on the Hiring Maturity curve, there are changes you can make now to start improving your hiring process. This article outlines many actions you can take – remember to start small and pick just one or two focus areas as you start driving significant change in your hiring efforts.
We’ve identified four important competencies within hiring to work on as you move up the Hiring Maturity curve:
- Identifying and attracting the best talent for your organization
- Owning every moment of your hiring experience
- Making confident, informed hiring decisions
- Using data to drive operational excellence and improve over time
These four competencies represent the foundation of excellent hiring. By focusing on these specific areas, you’ll be honing in on the essential skills and behaviors that your team needs to develop to become more strategic at hiring.
This article focuses on owning every moment of your hiring experience. We’ve outlined recommendations to help your team move the needle and become more sophisticated in this particular area of hiring. Your company may not progress up the curve from Chaotic up to Strategic in a linear way, and that’s completely okay. Read through each section and take the most relevant next step based on your organization – every small step is a move toward hiring excellence and achieving your business goals that much faster.
Own every moment
What does it mean to own every moment of your candidate, new hire and hiring manager experience? Why should you focus on it?
Greenhouse is on a mission to unlock the power of human potential at work. This mission stems from a belief that in today’s society, a company’s employees are the most important driver of its success. For companies, this means that hiring decisions are more important than ever. For candidates, their value gives them a new advantage at work and in the hiring market. Companies need high-quality candidates, so they need to be proactive in making themselves attractive to potential employees.
Making the recruiting process and experience as smooth and transparent as possible gives candidates a positive impression of your company. It can be a differentiator for companies that can’t always compete on salary or other perks. With a positive candidate experience, an offer is more likely to get accepted at the end of the process. Even candidates who don’t end up with an offer can help build your talent brand by sharing their positive impressions on review sites, through word of mouth and on social media.
You don’t want the positive impression to stop when the candidate starts on day one – their new hire experience should be just as seamless. Onboarding a new hire is a big, important financial investment and the better the onboarding experience, the more likely the new hire will be successful in the role and stay with your organization.
Finally, the relationship between the hiring manager and the recruiting team is essential to making the right, data-driven hires. A positive hiring manager experience means a strong partnership that will yield quick, high-quality hires for open roles. If you are ready to work on hiring experience and move up the curve in this focus area, read on.