SlideShare a Scribd company logo
1 of 2
Download to read offline
INTERNAL HIRING PROCESS


                      INTERNAL APPLICANTS                                          INTERNAL REQUISITION TO
  REQUISITION         COMPLETE Career           HIRING MANAGER(S)                  HIRE FORM IS COMPLETED
  INITIATED BY        Opportunity Request       INTERVIEW                          AND A JOB OFFER IS MADE
                                                                           IF
  HIRING MANAGER      COR, ATTACH Career        QUALIFIED INTERNAL                 BY HIRING MANAGER OR
                                                                        SELECTED
                      Experience Record (CER)   APPLICANTS                         HUMAN RESOURCES REP.
                      AND SEND TO HR DEPT.


                                                                      IF NO
                                                                     INTERNAL                 IF OFFER ACCEPTED
                                                      IF NOT
                                                   SELECTED          CANIDATES
                                                                     ARE
                                                                     SELECTED            HIRING MANAGER
                       HR PRESREENS TO                                                   AND SENDING DEPT
                       DETERMINE IF                                                      MANAGER ARE
 REQUISITION SIGNED    MINIMUM                      REASONS ARE                          NOTIFIED AND
 BY DIRECTOR           QUALIFICATIONS ARE          DELINEATED ON                         AGREEMENT IS
                       MET                           (COR) AND                           REACHED ON
                                                  COR IS RETURNED                        TRANSFER DATE
                                                    TO APPLICANT                         (NOT TO EXCEED 30
                                                                                         DAYS).




                      APPLICANTS NOT
 REQUISITION SIGNED
                      MEETING MINIMUM
 BY HR MANAGER
                      QUALIFICATIONS
                      ARE INFORMED BY                                               GO TO EXTERNAL HIRE PROCESS
                      HR




POSITION POSTED IF
BELOW DIRECTOR
LEVEL
EXTERNAL HIRING PROCESS
                                                                                                           REMOVE FROM POOL


                                                                                                                       IF OFFER DECLINED
                                                                                                 IF
                                                                                              SELECTED    JOB OFFER IS MADE
  APPLICANT APPLIES            RESUME IS SENT TO                      HIRING MANAGER(S) USE               BY HUMAN RESOURCES
  FOR EMPLOYMENT               HIRING MANAGER FOR                     STRUCTURED INTERVIEW                REP.
  OPPORTUNITY WITH             HIS/HER REVIEW.                        FORMAT TO “SCORE”
  UNITED DEFENSE                                                      INTERVIEW.
                                                                                                                      IF OFFER ACCEPTED

                                                                                IF NOT
                                                                             SELECTED



                                                                                                         HUMAN RESOURCE REP
APPLICATION IS                  HIRING MANAGER                                                           REQUESTS REFERENCES
REVIEWED TO                                                                          IF EITHER DRUG
                                CONDUCTS                                                                 CHECK BY SECURITY
DETERMINE SPECIFIC                                                                   SCREEN
                                TELEPHONE PRESREEN.                                                      AND SCHEDULES DRUG
OPENING APPLIED                                                                      OR REFERENCES
                                                                                     NOT O.K.            SCREEN AND
FOR AND THEN IT IS                                                                                       POST-HIRE/ PRE-WORK
ENTERED INTO                                                                                             PHYSICAL BY COMPANY
APPLICANT FLOW LOG                                                                                       DESIGNATED PHYSICIAN.
                                                        IF NO
                                      IF   YES
                      IF YES                                                                                          IF BOTH DRUG SCREEN
                                                                                                                      & REFERENCES O.K.
 HR REPRESENTATIVE                                                                                         IF PHYSICAL
 PRESCREENS TO                 APPLICANT IS SCHEDULED
                               FOR A ON-SITE                                                               SHOWS THAT
 DETERM INE IF                                                                                             ESSENTIAL FUNCTION
 APPLICANT MEETS               INTERVIEW BY AN
                                HR REPRESENTATIVE                                                          IS IMPACTED BY DISABILITY
 PREREQUISITES OF                                                                                          A DETERMINATION “ MUST
 POSITION.                                                                                                 BE MADE ON REASONABLE
                                                                                                           ACCOMODATION.
        IF   NO                                                 APPLICANT IS
                                                                NOTIFIED THAT S/HE
                                                                WAS NOT SELECTED
APPLICATION IS
REMOVED FROM                                                                                              IF APPLICANT CAN
APPLICANT PROCESS                                                                                         PERFORM ESSENTIAL
                                                                      APPLICANT IS
AND ARCHIVED IN                                                                                           FUNCTIONS OF THE JOB
                                                                      NOTIFIED THAT THE
APPLICANT FLOW                                                                                            WITH, OR WITHOUT,
                                                                      OFFER IS WITHDRAWN
FOLDER                                                                                                    REASONABLE
                                                                                                          ACCOMODATIONS, AND
                                                                                                          IF REF.
                                                                                                          DRUG SCREEN O.K.
                                                                                                          A START DATE IS GIVEN.

More Related Content

What's hot

Talent Acquisition Strategy
Talent Acquisition StrategyTalent Acquisition Strategy
Talent Acquisition StrategyMartinmcdermott
 
Unit 3 talent management-employee engagement
Unit 3  talent management-employee engagementUnit 3  talent management-employee engagement
Unit 3 talent management-employee engagementprachimba
 
New employee onboarding
New employee onboardingNew employee onboarding
New employee onboardingWilliam Chin
 
Talent Acquisition Plan
Talent Acquisition PlanTalent Acquisition Plan
Talent Acquisition PlanDave Anderson
 
Recruitment & selection
Recruitment & selectionRecruitment & selection
Recruitment & selectionNISHA SHAH
 
Quality of Hire
Quality of Hire Quality of Hire
Quality of Hire Cielo
 
Leader OnBoarding Process At-A-Glance
Leader OnBoarding Process At-A-Glance Leader OnBoarding Process At-A-Glance
Leader OnBoarding Process At-A-Glance Leader OnBoarding
 
Talent acquisition coordinator workflow
Talent acquisition coordinator   workflowTalent acquisition coordinator   workflow
Talent acquisition coordinator workflowMisty LeBlanc
 
Creating Business Value Through HR Function
Creating Business Value Through HR FunctionCreating Business Value Through HR Function
Creating Business Value Through HR FunctionElijah Ezendu
 
Best Practices in Recruiting Today - High-Impact Talent Acquisition
Best Practices in Recruiting Today - High-Impact Talent AcquisitionBest Practices in Recruiting Today - High-Impact Talent Acquisition
Best Practices in Recruiting Today - High-Impact Talent AcquisitionJosh Bersin
 
Recruitment Refresher Training
Recruitment Refresher TrainingRecruitment Refresher Training
Recruitment Refresher TrainingEmma Mirrington
 
Talent Acquisition Best Practices & Trends 2014
Talent Acquisition Best Practices & Trends 2014Talent Acquisition Best Practices & Trends 2014
Talent Acquisition Best Practices & Trends 2014The Talent Company
 
Recruiting Metrics Presentation
Recruiting Metrics PresentationRecruiting Metrics Presentation
Recruiting Metrics PresentationRachel Webb
 
Onboarding overview sc 5 24-06
Onboarding overview sc 5 24-06Onboarding overview sc 5 24-06
Onboarding overview sc 5 24-06islandboi
 

What's hot (20)

Talent Acquisition Strategy
Talent Acquisition StrategyTalent Acquisition Strategy
Talent Acquisition Strategy
 
Competency frameworks
Competency frameworksCompetency frameworks
Competency frameworks
 
Unit 3 talent management-employee engagement
Unit 3  talent management-employee engagementUnit 3  talent management-employee engagement
Unit 3 talent management-employee engagement
 
New employee onboarding
New employee onboardingNew employee onboarding
New employee onboarding
 
Competency based interviews
Competency based interviewsCompetency based interviews
Competency based interviews
 
Talent Acquisition Plan
Talent Acquisition PlanTalent Acquisition Plan
Talent Acquisition Plan
 
Research Proposal on Talent Management
Research Proposal on Talent ManagementResearch Proposal on Talent Management
Research Proposal on Talent Management
 
Recruitment & selection
Recruitment & selectionRecruitment & selection
Recruitment & selection
 
Quality of Hire
Quality of Hire Quality of Hire
Quality of Hire
 
Onboarding
OnboardingOnboarding
Onboarding
 
Leader OnBoarding Process At-A-Glance
Leader OnBoarding Process At-A-Glance Leader OnBoarding Process At-A-Glance
Leader OnBoarding Process At-A-Glance
 
Talent acquisition coordinator workflow
Talent acquisition coordinator   workflowTalent acquisition coordinator   workflow
Talent acquisition coordinator workflow
 
Creating Business Value Through HR Function
Creating Business Value Through HR FunctionCreating Business Value Through HR Function
Creating Business Value Through HR Function
 
Best Practices in Recruiting Today - High-Impact Talent Acquisition
Best Practices in Recruiting Today - High-Impact Talent AcquisitionBest Practices in Recruiting Today - High-Impact Talent Acquisition
Best Practices in Recruiting Today - High-Impact Talent Acquisition
 
Recruitment Refresher Training
Recruitment Refresher TrainingRecruitment Refresher Training
Recruitment Refresher Training
 
Recruitment
RecruitmentRecruitment
Recruitment
 
CAMpUs Recruitment
CAMpUs RecruitmentCAMpUs Recruitment
CAMpUs Recruitment
 
Talent Acquisition Best Practices & Trends 2014
Talent Acquisition Best Practices & Trends 2014Talent Acquisition Best Practices & Trends 2014
Talent Acquisition Best Practices & Trends 2014
 
Recruiting Metrics Presentation
Recruiting Metrics PresentationRecruiting Metrics Presentation
Recruiting Metrics Presentation
 
Onboarding overview sc 5 24-06
Onboarding overview sc 5 24-06Onboarding overview sc 5 24-06
Onboarding overview sc 5 24-06
 

More from James Baker, SPHR Retired, MAS

Successful interviewing (Behavioral Based Interviewing)
Successful interviewing (Behavioral Based Interviewing)Successful interviewing (Behavioral Based Interviewing)
Successful interviewing (Behavioral Based Interviewing)James Baker, SPHR Retired, MAS
 
Sales - Techniques for Building Personal Client Relationships
Sales - Techniques for Building Personal Client RelationshipsSales - Techniques for Building Personal Client Relationships
Sales - Techniques for Building Personal Client RelationshipsJames Baker, SPHR Retired, MAS
 
Sales Prospecting - Prospecting for Customers & Qualifying the Customer
Sales Prospecting - Prospecting for Customers & Qualifying the CustomerSales Prospecting - Prospecting for Customers & Qualifying the Customer
Sales Prospecting - Prospecting for Customers & Qualifying the CustomerJames Baker, SPHR Retired, MAS
 
Pennsylvania Skilled Machine Operatives Employed and Wages
Pennsylvania Skilled Machine Operatives Employed and WagesPennsylvania Skilled Machine Operatives Employed and Wages
Pennsylvania Skilled Machine Operatives Employed and WagesJames Baker, SPHR Retired, MAS
 
Tool & Die Makers employed & wages in USA ranked by state
Tool & Die Makers employed & wages in USA ranked by stateTool & Die Makers employed & wages in USA ranked by state
Tool & Die Makers employed & wages in USA ranked by stateJames Baker, SPHR Retired, MAS
 
FLSA "Learned or Creative Professional Exemption From Overtime
FLSA "Learned or Creative Professional Exemption From OvertimeFLSA "Learned or Creative Professional Exemption From Overtime
FLSA "Learned or Creative Professional Exemption From OvertimeJames Baker, SPHR Retired, MAS
 
FLSA Administrative Exemption (Job Description Checklist)
FLSA Administrative Exemption (Job Description Checklist)FLSA Administrative Exemption (Job Description Checklist)
FLSA Administrative Exemption (Job Description Checklist)James Baker, SPHR Retired, MAS
 
(PENNSYLVANIA) EMPLOYEE RESPONDING TO EMERGENCY EVENT (As a Fire Company or E...
(PENNSYLVANIA) EMPLOYEE RESPONDING TO EMERGENCY EVENT (As a Fire Company or E...(PENNSYLVANIA) EMPLOYEE RESPONDING TO EMERGENCY EVENT (As a Fire Company or E...
(PENNSYLVANIA) EMPLOYEE RESPONDING TO EMERGENCY EVENT (As a Fire Company or E...James Baker, SPHR Retired, MAS
 
Interpreting your pennsylvania unemployment compensation (uc) contribution ra...
Interpreting your pennsylvania unemployment compensation (uc) contribution ra...Interpreting your pennsylvania unemployment compensation (uc) contribution ra...
Interpreting your pennsylvania unemployment compensation (uc) contribution ra...James Baker, SPHR Retired, MAS
 

More from James Baker, SPHR Retired, MAS (20)

EEO Trng for Supervisors
EEO Trng for SupervisorsEEO Trng for Supervisors
EEO Trng for Supervisors
 
Successful interviewing (Behavioral Based Interviewing)
Successful interviewing (Behavioral Based Interviewing)Successful interviewing (Behavioral Based Interviewing)
Successful interviewing (Behavioral Based Interviewing)
 
Sales Selling Value - Not Price
Sales Selling Value - Not PriceSales Selling Value - Not Price
Sales Selling Value - Not Price
 
Sales - Techniques for Building Personal Client Relationships
Sales - Techniques for Building Personal Client RelationshipsSales - Techniques for Building Personal Client Relationships
Sales - Techniques for Building Personal Client Relationships
 
Sales Techniques And Tactics For Selling Up
Sales Techniques And Tactics For Selling UpSales Techniques And Tactics For Selling Up
Sales Techniques And Tactics For Selling Up
 
Sales Professional's Time Management
Sales Professional's Time ManagementSales Professional's Time Management
Sales Professional's Time Management
 
Sales Prospecting - Prospecting for Customers & Qualifying the Customer
Sales Prospecting - Prospecting for Customers & Qualifying the CustomerSales Prospecting - Prospecting for Customers & Qualifying the Customer
Sales Prospecting - Prospecting for Customers & Qualifying the Customer
 
Sales Hand-To-Hand Combat
Sales Hand-To-Hand CombatSales Hand-To-Hand Combat
Sales Hand-To-Hand Combat
 
PPE HAZARD ASSESSMENT FORM
PPE HAZARD ASSESSMENT FORMPPE HAZARD ASSESSMENT FORM
PPE HAZARD ASSESSMENT FORM
 
Pennsylvania Skilled Machine Operatives Employed and Wages
Pennsylvania Skilled Machine Operatives Employed and WagesPennsylvania Skilled Machine Operatives Employed and Wages
Pennsylvania Skilled Machine Operatives Employed and Wages
 
Tool & Die Makers employed & wages in USA ranked by state
Tool & Die Makers employed & wages in USA ranked by stateTool & Die Makers employed & wages in USA ranked by state
Tool & Die Makers employed & wages in USA ranked by state
 
Hr Managers Employed & Wages In USA
Hr Managers Employed & Wages In USAHr Managers Employed & Wages In USA
Hr Managers Employed & Wages In USA
 
FLSA "Learned or Creative Professional Exemption From Overtime
FLSA "Learned or Creative Professional Exemption From OvertimeFLSA "Learned or Creative Professional Exemption From Overtime
FLSA "Learned or Creative Professional Exemption From Overtime
 
FLSA Executive Exemption From Overtime
FLSA Executive Exemption From OvertimeFLSA Executive Exemption From Overtime
FLSA Executive Exemption From Overtime
 
FLSA Administrative Exemption (Job Description Checklist)
FLSA Administrative Exemption (Job Description Checklist)FLSA Administrative Exemption (Job Description Checklist)
FLSA Administrative Exemption (Job Description Checklist)
 
(PENNSYLVANIA) EMPLOYEE RESPONDING TO EMERGENCY EVENT (As a Fire Company or E...
(PENNSYLVANIA) EMPLOYEE RESPONDING TO EMERGENCY EVENT (As a Fire Company or E...(PENNSYLVANIA) EMPLOYEE RESPONDING TO EMERGENCY EVENT (As a Fire Company or E...
(PENNSYLVANIA) EMPLOYEE RESPONDING TO EMERGENCY EVENT (As a Fire Company or E...
 
Interpreting your pennsylvania unemployment compensation (uc) contribution ra...
Interpreting your pennsylvania unemployment compensation (uc) contribution ra...Interpreting your pennsylvania unemployment compensation (uc) contribution ra...
Interpreting your pennsylvania unemployment compensation (uc) contribution ra...
 
Hr prescreening questionnaire
Hr prescreening questionnaireHr prescreening questionnaire
Hr prescreening questionnaire
 
Sales rep prescreening questionnaire
Sales rep prescreening questionnaireSales rep prescreening questionnaire
Sales rep prescreening questionnaire
 
Quality mgr prescreening questionnaire
Quality mgr prescreening questionnaireQuality mgr prescreening questionnaire
Quality mgr prescreening questionnaire
 

Hiring process flow chart

  • 1. INTERNAL HIRING PROCESS INTERNAL APPLICANTS INTERNAL REQUISITION TO REQUISITION COMPLETE Career HIRING MANAGER(S) HIRE FORM IS COMPLETED INITIATED BY Opportunity Request INTERVIEW AND A JOB OFFER IS MADE IF HIRING MANAGER COR, ATTACH Career QUALIFIED INTERNAL BY HIRING MANAGER OR SELECTED Experience Record (CER) APPLICANTS HUMAN RESOURCES REP. AND SEND TO HR DEPT. IF NO INTERNAL IF OFFER ACCEPTED IF NOT SELECTED CANIDATES ARE SELECTED HIRING MANAGER HR PRESREENS TO AND SENDING DEPT DETERMINE IF MANAGER ARE REQUISITION SIGNED MINIMUM REASONS ARE NOTIFIED AND BY DIRECTOR QUALIFICATIONS ARE DELINEATED ON AGREEMENT IS MET (COR) AND REACHED ON COR IS RETURNED TRANSFER DATE TO APPLICANT (NOT TO EXCEED 30 DAYS). APPLICANTS NOT REQUISITION SIGNED MEETING MINIMUM BY HR MANAGER QUALIFICATIONS ARE INFORMED BY GO TO EXTERNAL HIRE PROCESS HR POSITION POSTED IF BELOW DIRECTOR LEVEL
  • 2. EXTERNAL HIRING PROCESS REMOVE FROM POOL IF OFFER DECLINED IF SELECTED JOB OFFER IS MADE APPLICANT APPLIES RESUME IS SENT TO HIRING MANAGER(S) USE BY HUMAN RESOURCES FOR EMPLOYMENT HIRING MANAGER FOR STRUCTURED INTERVIEW REP. OPPORTUNITY WITH HIS/HER REVIEW. FORMAT TO “SCORE” UNITED DEFENSE INTERVIEW. IF OFFER ACCEPTED IF NOT SELECTED HUMAN RESOURCE REP APPLICATION IS HIRING MANAGER REQUESTS REFERENCES REVIEWED TO IF EITHER DRUG CONDUCTS CHECK BY SECURITY DETERMINE SPECIFIC SCREEN TELEPHONE PRESREEN. AND SCHEDULES DRUG OPENING APPLIED OR REFERENCES NOT O.K. SCREEN AND FOR AND THEN IT IS POST-HIRE/ PRE-WORK ENTERED INTO PHYSICAL BY COMPANY APPLICANT FLOW LOG DESIGNATED PHYSICIAN. IF NO IF YES IF YES IF BOTH DRUG SCREEN & REFERENCES O.K. HR REPRESENTATIVE IF PHYSICAL PRESCREENS TO APPLICANT IS SCHEDULED FOR A ON-SITE SHOWS THAT DETERM INE IF ESSENTIAL FUNCTION APPLICANT MEETS INTERVIEW BY AN HR REPRESENTATIVE IS IMPACTED BY DISABILITY PREREQUISITES OF A DETERMINATION “ MUST POSITION. BE MADE ON REASONABLE ACCOMODATION. IF NO APPLICANT IS NOTIFIED THAT S/HE WAS NOT SELECTED APPLICATION IS REMOVED FROM IF APPLICANT CAN APPLICANT PROCESS PERFORM ESSENTIAL APPLICANT IS AND ARCHIVED IN FUNCTIONS OF THE JOB NOTIFIED THAT THE APPLICANT FLOW WITH, OR WITHOUT, OFFER IS WITHDRAWN FOLDER REASONABLE ACCOMODATIONS, AND IF REF. DRUG SCREEN O.K. A START DATE IS GIVEN.