For the first recruitment drive, write down "who will do it, when will it be done, and to whom will it be handed over?" Receiving a resume is just the beginning; there will be interviews, salary confirmation, notification, and onboarding arrangements.
Before starting: Confirm that the job opening can be clearly explained.
Write down the main tasks, working hours, location, salary range, and expected start date. Separate the required qualifications from the training details; the hiring manager should confirm these before starting the evaluation process.
Application Submission and Initial Interview: Each candidate has a next step.
Organize resumes, verify work experience, and ask supplementary questions to those with insufficient information. Explain the purpose, question types, deadline, and contact information before the initial interview; provide candidates with a response window if other arrangements are needed.
Interview: Filling in the gaps in the questions I didn't answer in the preliminary interview
Based on the results of the review of the same group's work conditions, we will then discuss specific tasks, cooperation methods, and onboarding arrangements. When professional skills are required, please have someone who can assess those skills participate; do not substitute talkativeness for ability assessment.
Admission and Case Closure: Write Down Your Commitment
Provide written confirmation of position, compensation, start date, response deadline, and contact person. Notify those who do not advance to the next stage and update the list. Finally, note which criteria were the most difficult to meet in this round for future adjustments.
The next step can be to refer to the three-step process from resume to interview for small and medium-sized enterprises without human resources .
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 necessary to use the recruitment system for the first recruitment drive?
Not necessarily. You can first establish the same workflow using documents. When batch processing of resumes or asynchronous initial interviews are needed, you can then use tools to assist, while retaining manual review.
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.