{ "media_type": "text", "post_content": "Hi, HR Manager here! I am working with TA to revamp our interview/onboarding process as a staffing agency. The current process looks like this:\nPhone screen\nPre-interview NDA / ID verification\n30-45 min Zoom interview \nWrite up client submittal\nRecruiting Manager reviews submission\nSubmit to client \nThen the talent may go through several rounds of interviews with a client depending on salary range (we work with a range from $12 hourly - 200k +)\nTA is bogged down in admin tasks! Recommendations?", "post_id": "623259e0ec5379002d960b2f", "reply_count": 5, "vote_count": 1, "bowl_id": "5eb2e2f46ae7eb002afff8b2", "bowl_name": "Recruiters", "feed_type": "bowl" }

Hi, HR Manager here! I am working with TA to revamp our interview/onboarding process as a staffing agency. The current process looks like this:
Phone screen
Pre-interview NDA / ID verification
30-45 min Zoom interview
Write up client submittal
Recruiting Manager reviews submission
Submit to client
Then the talent may go through several rounds of interviews with a client depending on salary range (we work with a range from $12 hourly - 200k +)
TA is bogged down in admin tasks! Recommendations?

like
Posting as :
works at
You are currently posting as works at

Curious for the reason for the quality check with the Recruiting Manager. Could there be considerations to cut out steps in the front end, as well as review the interview process with the business groups?

Depending on the level and job function, can the recruiter schedule Manager Phone Screen after initial screening if the candidate/prospect checks all the boxes?

Pulling data on the candidate funnel and staging like time in process, stages of fall-outs, and failure rates might help to identify opportunities to improve in the business interview. How many interviews, panelists, types of questions (are there any redundancies), are the assessments directly related, and the debrief process for final decisions.

Are there targeted interview days or calendars preblocked ahead of time?

Is there flexibility to expedite a process when a candidate is in final stages with competitors?

Are offers being extended within 24-hours of final interviews?

The first steps you listed is only a slice of the entire candidate journey, all of it could probably be revisited.

Best of luck!

helpful

Thank you for your thoughts.

Quality check is more since the owner likes to nit-pick everything from my point of view.

Unfortunately, we can't schedule directly for the client's managers and there ends up being a schedule lag.

TA does a combination on the scheduling side.

Curious if other staffing agencies are requiring an upfront NDA? It doesn't seem to be the norm from my close circle but wanted to check against a wider group.

Offers are sent out quickly and the onboarding paperwork normally takes less than 24 hrs on the HR side. We've already made a couple process improvements from an HR & onboarding side.

That’s a ridiculous processes, no offense. Any sane recruiter (who mainly cares about commission) will say the same

helpful

Ahhh fair enough!! I use to work at an agency and typically what we did was
1. screen with recruiter
2. Background check/ NDA if needed (or references, I see some agencies doing this before sending but mine didn’t)
3. Recruiter check in to make sure candidate is still up for being submitted/ bought into the company
4. Write up to client

After that the rest of the process goes on and so forth but this worked typically well!

helpful

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