Process Library

Structured Hiring Process

A consistent hiring process from scorecard to offer that reduces bias and predicts on-the-job performance better than gut feel.

HR & People 6 steps
When to use

When a role is approved and you need to run a fair, effective search.

Trigger
Runs when: A role is approved to hire

The procedure

6 steps

  1. Write a scorecard: the mission of the role, the outcomes it must deliver, and the competencies required.
  2. Source candidates against the scorecard, not against a vague sense of fit.
  3. Run a structured screen using the same questions for every candidate.
  4. Run a work sample or a realistic exercise that mirrors the actual job.
  5. Conduct reference checks focused on past performance, not personality.
  6. Make the decision against the scorecard and extend a clear offer with the comp and start date.
Outputs
  • A role scorecard
  • A consistent interview record per candidate
  • A decision tied to the scorecard and an extended offer
Tools
Applicant tracking systemScorecard docCalendar
Note: Score every candidate against the same scorecard. Unstructured interviews mostly measure how much the interviewer likes the candidate.
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Related searches
hiring sop recruitment process interview checklist structured interview talent acquisition sop

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