One hour per week can be designated as a fixed processing time for a small number of recruitments. Additional time should be allocated for actual interviews, emergency contacts, and admissions procedures. When receiving a large number of resumes, additional processing time should also be allocated.
First 15 minutes: Update data and status
Organize the new resumes submitted this week, the candidates who have responded, and whether the initial interviews have been completed. First, eliminate duplicate files and match the job openings with the candidate information to avoid the same person receiving two different invitations.
30 minutes in between: Review and handover
Spend 15 minutes reviewing the working conditions in the analysis results, and then spend another 15 minutes compiling a list for your supervisor. Include one specific piece of evidence and one question for each person, and ask your supervisor to respond with a decision on whether to schedule an interview, ask follow-up questions, or postpone the interview.
Last 15 minutes: Send notifications and schedule next tasks
Record the invitations sent, promised response dates, and any assistance required from the candidates. If a deadline is approaching but cannot be met, inform them of a new schedule. These minutes are sample schedules and should be adjusted based on the actual number of candidates.
Which decisions should be left to the boss?
Before making changes to salary ranges, exceptions to necessary conditions, or hiring decisions, clarify the responsibilities and authorities. Administration can be responsible for compiling and tracking these processes, avoiding the expectation that they will make all hiring decisions themselves.
The next step can be to refer to how hiring managers can compile a list that enables them to make decisions without looking at resumes .
Explore the interview system plan for SMEs
The MIND Interview plan for SMEs costs NT$3,000 for six months and includes 50 resume analyses and 15 AI interviews in total over six months. It helps you screen resumes, conduct first-round interviews online and organize reports. Your company reviews the results and makes the hiring decision.
Once you have prepared the job openings, the expected number of resumes, and the number of interviewees, you can confirm with the team whether the plan is suitable and how to start using it.
Frequently Asked Questions
Key questions often raised by business leaders and HR teams:
Is it really possible to finish processing everything in one hour per week?
Not necessarily. This is a sample time allocation, not a complete list of all interviews and contacts. Additional time should be allocated as the number of resumes, the complexity of the position, or the demand for candidates increases.
Does this process suggestion absolutely require the use of tools?
You can first organize your own processes and records based on the article; then evaluate the tool when batch resume analysis or asynchronous initial interviews are needed. Examples and schedules need to be adjusted according to the company's actual needs.