Give everyone on the hiring committee a personalized lens for viewing candidates

Empower each person on your hiring team to see just what they need to see — without getting overwhelmed by irrelevant details.

There are a lot of different people who need to look at your hiring base for different reasons.

When your hiring process sprawls across so many different locations, lots of information and context gets lost in the shuffle.

In this article, we’ll show you how to make a single hiring database that gives your hiring manager, operations manager, candidate evaluators, and candidates just the information that they need to see to do their jobs.

Your hiring managers need to see how candidates are moving along the hiring pipeline; if there are blockages in the pipeline, they need to be able to quickly identify them and find a way to fix the underlying processes.

When you want to give your hiring manager access to your hiring base, you can do so by directly sharing this kanban view with them. They’ll immediately be able to conceptualize the candidates in terms of their stage in the pipeline and plan the week accordingly. If there are a ton of people sitting in the Screening Needed stage at the beginning of the week, for instance, the hiring manager will know right away that they need to call on more people to help out with candidate screening.

Say the hiring managers have noticed that an applicant has been in the New Applicant — Action Needed stage for too long. They can tag someone directly in that applicant’s record, setting the wheels in motion to get a phone screening scheduled.

With a kanban view at their fingertips, the hiring managers can better envision the hiring process and coordinate with everyone else to perpetually improve that process.

Your operations manager needs to see who’s being considered for each position and be able to quickly identify which candidates are missing the information that’s needed to move forward with the hiring process.

With these views in hand, your operations manager will be able to quickly notice if you’re not getting applications for a particular job, signaling that you might need to try out a new kind of ad for that position or post to new job boards. You’ll also be better equipped to notice incomplete applications and quickly ping candidates to get them completed, moving them through the pipeline instead of keeping them in limbo.

Then, create another view that shows you only those applicant records where important information is missing. Let’s say there are three conditions that need to be met before you can move forward with a candidate:

Like hiring managers, operations managers are better able to wrangle the hiring team into action when they can immediately view hiring data in the best way for her particular job. If a certain role doesn’t have enough applicants, or if an applicant is missing a key data point, an operations manager can immediately raise the issue with the right people and keep the applications flowing through the pipeline.

The people evaluating your candidates don’t need to know the details of your overall candidate pipeline: they need an easy way to see the candidate information they’re meant to evaluate, and they need a way to feed their responses back into the overall hiring base.

A lot of the data you have on candidates — their personal schedules, their contact info, where the applicants came from — doesn’t matter to evaluators, and the presence of that data can make it harder for them to identify the data that actually matter to them.

This saves them time and makes their job much less cumbersome — which will probably incentivize them to complete evaluations faster!

Evaluators can access the evaluation form via a URL, and their feedback will immediately be linked to the record of that candidate in your applicant tracking system.

Your hiring pipeline shouldn’t be one-sided. Candidates need a seamless way to provide you with feedback on your hiring practices so that you can continually be improving your own process.

You can build a feedback form to send to candidates that’s very similar to the kind you made for your candidate evaluators. Include fields in the form that add records to a new table with:

Applicant feedback can be challenging to act on when it’s provided in an email that ends up at the bottom of your inbox. When the feedback is instantly put right in your applicant tracking system, it’s much easier to assign it to the relevant team members and actually improve your hiring system.

Having a single hiring base doesn’t mean that everyone on your team needs to view that base in the same way. By providing everyone with a personalized view, you can empower them to do their jobs more efficiently while also fostering the kind of cross-functional communication that singular databases are ideal for.

Hiring data doesn’t need to get lost in the shuffle — you just need the right strategies to help each of your colleagues separate the signal from the noise.

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