Hiring Team Health Check | Crew Talent Consultancy

Step 1 of 11

Area 1. Hiring Approach

Having a defined hiring philosophy that allows Hiring Teams to easily understand and apply the “Company’s Way of Hiring” across the entire organisation.

Beginning

Recruitment/HR know what’s most important to the company when interviewing and hiring
Hiring Teams have an approach to hiring at the team level

Developing

The Hiring Approach is documented at the company level and driven by HR/Recruitment
Hiring Teams know about the Hiring Approach and learn more about it when they need to hire

Refining

The Hiring Approach is documented, accessible for anyone internally, and regularly reviewed with leadership
Learning about the Company’s Hiring Approach is part of employee onboarding

Hiring Approach(Required)

Beginning

Developing

Refining

Select a level best describes your company's hiring approach.

Area 2. Criteria

Objective, clear criteria is defined for each role before recruiting, including technical skills, competencies, and behaviours tied to values.

Beginning

Hiring Managers define the criteria for the roles they recruit when they are recruiting
Values are sometimes used in assessing candidates but not always consistently across the company

Developing

Criteria for common roles are already defined and used by everyone hiring for that role
Value behaviours are defined at the company level and used in all interview processes

Refining

Criteria for all roles are documented and used by everyone hiring for the role
Value behaviours are defined at both the company and team level and used in all interview processes

Criteria(Required)

Beginning

Developing

Refining

Select a level best describes your company's hiring criteria.

Area 3. Signals

Hiring Teams know “what good looks like” for each criteria they are assessing and candidates are assessed in a consistent manner.

Beginning

Hiring Managers know examples of what good looks like for each criteria they are looking for
Interviewers record their feedback in a consistent way

Developing

Hiring Teams know what good looks like for technical skills, competencies, and values
Interviewers record feedback in a structured way that ties to the criteria set for each role

Refining

Hiring Teams review and calibrate feedback across interviewers to ensure candidates are assessed fairly
Interviewers record feedback in an ATS form with criteria
Feedback scoring is defined and used to assess objectively

Signals(Required)

Beginning

Developing

Refining

Select a level best describes your company's signals.

Area 4. Kick-Offs

Hiring Team members are in sync about the details of the role, what they are assessing for, and what their role is on the Hiring Team before recruiting starts.

Beginning

There’s a way for Hiring Teams to communicate (ie Slack)
Hiring Teams sometime get together to discuss the process but usually this is just the Hiring Manager + HR/Recruitment
The PD for the role is shared with all Hiring Team members

Developing

Kick-off meetings are regularly held before each process
There are Hiring Guides or a way to record all required information for the Hiring Team to refer to throughout the hiring process

Refining

Kick-off meetings are an essential part of each process
Hiring Guides are used and constantly refined
Interview Guides, Practical Assessments, other resources are created and shared with the Hiring Team in one place

Kick-Offs(Required)

Beginning

Developing

Refining

Select a level best describes your company's kick-offs.

Area 5. Interviewing Skills

All Hiring Team members know how to evaluate technical skills, competencies, and values and can lead a structured, effective interview.

Beginning

Interview Guides, or documents with information on how to structure the interview and questions to ask, are used
Recruiters sometimes sit in on interviews and provide feedback for new interviewers

Developing

Interview Guides are created for each role and consistently used by the Hiring Team
Interviewer Resources are created to help upskill new and existing interviewers in the company

Refining

Interview Training is consistently provided so all interviewees have the same minimum skill level
A system is in place for providing feedback to interviewers and allows them to practice/shadow with others

Interviewing Skills(Required)

Beginning

Developing

Refining

Select a level best describes your company's interviewing skills.

Area 6. Candidate Experience

Hiring Team members can create a welcoming environment in the interview, communicate the company’s EVP, sell the role, and answer candidate questions.

Beginning

Interviewers can answer questions about their team but there isn’t always consistent messaging across the company
Interviewers plan for time for candidates to ask questions at each stage of the hiring process

Developing

You’ve gathered Candidate FAQs and train interviewers with example answers they could use if they aren’t sure
Hiring Teams learn about and know the company EVP
You gather candidate feedback via surveys

Refining

Candidate FAQs are on your careers page
You provide detailed feedback to candidates and have SLAs for the time interviewers need to provide feedback
New interviewers practice how to run an interview
You speak with New Starters to understand their experience

Candidate Experience(Required)

Beginning

Developing

Refining

Select a level best describes your company's candidate experience.

Area 7. Mitigating Bias

Hiring Teams understand and actively try to mitigate commons biases during the interview process, make decisions on objective criteria, and are inclusive.

Beginning

Variety of perspectives are included in the Hiring Team so not just one person is involved in the decision making process
Some interviewers may know about how bias can appear but there’s not a consistent level of knowledge across all teams

Developing

Diversity is a factor considered when creating Hiring Teams
Training for mitigating bias is provided to all interviewers

Refining

Interviewers will identify and bring up biases when discussing feedback to help mitigate the effects on decision making
You try new ways to adjust your process to be more inclusive

Mitigating Bias(Required)

Beginning

Developing

Refining

Select a level best describes how your company mitigates bias.

Area 8. Debriefs

Hiring Teams ensure they are making fair, objective hiring decisions and hold each other accountable to the process.

Beginning

Interviewers record detailed, objective feedback in a consistent manner (forms, ATS, etc)
Feedback is gathered from all the Hiring Team members and the Hiring Manager makes a decision

Developing

Consistent structured debrief meeting process across all teams after feedback has been recorded
A meeting is held where each interviewer shares their evaluation and the Hiring Team discusses to make a final decision

Refining

Respectful disagreements and dialogue about candidates regularly occurs
Hiring Teams keep themselves accountable to the process
Learnings from debriefs create adjustments to the criteria, signals, or process for the role

Debriefs(Required)

Beginning

Developing

Refining

Select a level best describes how your company debriefs.

Area 9. Learning

Hiring Teams provide feedback to each other, run regular retros, and actively look for ways to improve both the process and their skills.

Beginning

Hiring Managers help other interviewers that are in interviews with them
Suggestions are provided back to HR/Recruitment and action is quickly taken to improve

Developing

Recruiters shadow and provide feedback to other interviewers
Hiring Teams practice their interview skills
There is a consistent way of gathering information for feedback/improvements from internally and externally

Refining

Interviewers shadow and provide feedback to others
Hiring Teams have regularly scheduled retros to discuss how the process went for recent hires, to review candidate feedback, and make improvement plans

Learning(Required)

Beginning

Developing

Refining

Select a level best describes how your company learns.

Area 10. Resources

Hiring Teams have access to thorough, detailed resources on the company’s Hiring Approach, interviewer templates and tools, and ATS help guides.

Beginning

HR/Recruitment have templates created and share with interviewers as needed
The interview process is documented and agreed on by Senior Leadership

Developing

There is a central place for resources that can be used company wide
Templates are created and accessible to use
Information on how to use the ATS is available for all user types, including how to make referrals and apply internally

Refining

Employee onboarding includes information about recruiting
Interviewer training is provided
Variety of resources exist for interviewers to learn from - live training sessions, shadowing, videos, documentation

Resources(Required)

Beginning

Developing

Refining

Select a level best describes your company's resources.

Hiring Team Health Score

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