If you don't have a dedicated HR person, you can divide the recruitment process into three steps: "defining criteria, compiling resumes, and initial interviews and follow-up reviews." Assign a person in charge for each step and leave out the questions to be confirmed in the next step.
Step 1: Write the work content into verifiable conditions.
Don't just write "attentive, proactive, and resilient under pressure." For example, if an administrative assistant needs to organize orders, clearly state what documents are received each day, what needs to be delivered, and who will check the results. Further differentiate between pre-employment requirements and skills that can be learned after joining the company.
Step 2: Organize the resume based on evidence
For each resume, record the relevant experience, source of information, and any pending confirmations. If a skill is not listed, mark it as pending confirmation. The boss and administration should use the same job description to avoid each selecting completely different candidates.
Step 3: Initial test with the same set of core questions.
Three questions will be selected from actual tasks, and candidates will be asked to explain their approach and judgment. After the initial interview, the hiring manager will review the answers and select those who require further interviews. The number of candidates will be adjusted based on suitable candidates received; there is no need to force a list.
What should be left after completing one round?
Save the job vacancy version, resume review results, interview records, and notification status. This allows for adjustments to the requirements when filling similar vacancies again. The company still needs someone to handle candidate contact, compensation explanations, and hiring decisions.
The next step can refer to the first recruitment SOP: from receiving resumes to receiving offer notices .
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:
Can the boss complete this process by himself?
The boss can initially be in charge of all steps, processing them collectively at fixed times. For positions requiring specialized judgment, someone capable of interpreting the work results should still be assigned to review them.
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.