Having a well-defined hiring process allows you to hire more efficiently. Structuring your hiring process sets up your team to obtain the right candidates for your open positions while decreasing your time to hire. 

90.2% of customers state that Spark Hire has more than doubled its interview capacity.

The first step to increasing your hiring capacity is deciding what steps to include in your hiring process and how Spark Hire will fit into that process. Below we have a sample hiring process with ideas on how to utilize Spark Hire to complete those steps.

When determining the steps needed to hire a new employee consider what is required for the role.  

• Who needs to sign off on the new hire? Do they need to interview the candidate or review the one-way interview?
• Are you looking for a specific skill from your candidate? If yes, how will you screen for that skill?
• Do you want to check references for your candidates?

Keep in mind a lengthy recruiting process could lead to candidate drop-out, so it is important to balance what is needed in your process while keeping it as simple as possible. 

If you already have a hiring process ironed out but are looking to streamline it with Spark Hire, we have a recorded webinar you can watch on the topic.

Define Roles 

After the steps are selected, it’s time to define the roles and responsibilities of each team member involved. This not only helps in streamlining your hiring process but also promotes collaboration and accountability. 

We recommend having a hiring kick-off meeting to set expectations and encourage collaboration. This sets expectations for your team and ensures collaboration from the get-go. You can also find a guide to involve your hiring team with Spark Hire in the playbooks section of the help desk. This will walk you through explaining how you will use Spark Hire and the benefits. 

After you complete the hiring kick-off meeting it is time to add users into your account. Thanks to our sharing capabilities, depending on the roles and responsibilities, they might not need access to your Spark Hire account. 

To know if someone needs access to your Spark Hire account ask yourself the following questions.

1. Does this team member need to actively log in to create jobs, invite candidates to interviews, or be a key distributor of interviews?
2. Does this team member only need to review completed interviews or be a part of moving candidates through your pipeline and decision-making process? Will they be doing so within Spark Hire or via shared links?
3. Does this team member need access to other Spark Hire features such as Live Interviews, Video Messaging, or the Scheduler?

There are two different types of user roles in Spark Hire, administrators, and standard users. Both are able to create and share interviews on the Spark Hire platform. However, administrators can restrict the views and permissions of standard users. 

This works great if you are working with several departments and only want them to have access to their interviews, jobs, and question sets. This can keep your team organized and ensure they stay focused on the positions they are working to fill. 

Pro tip: Each user can set their own email notifications in the platform. This will also ensure they only get notified for the interviews and jobs they select. 

You can read our help desk articles on user groups and setting permissions for detailed instructions on how to bundle users and permit access to views.