How and Why the Hiring Process Differs for Each Company

How and Why the Hiring Process Differs for Each Company How and Why the Hiring Process Differs for Each Company If I asked a group of job seekers to use one word to describe the hiring process, I doubt the top responses would be words like uniform, standard, or predictable. It seems like every company has its own way of approaching recruiting and hiring, which makes sense since each company is unique. But that doesn’t make it any less confusing for job seekers. In one of our recent employer panel webinars (where job seekers get the chance to interact directly with employers and ask them questions), we saw just  how differently employers handle the hiring process. To help job seekers make better sense of how, and why, employers differ when it comes to hiring, let’s review what they told us. Representatives from three great Featured Companies- DVMelite, PricewaterhouseCoopers, and Haynes Company- participated in a 60-minute webinar to tell job seekers about their open positions (view the full webinar here). The reps spent the last 30 minutes of the webinar answering questions from the audience on everything from the skills they look for in applicants to the states they hire from to what technology is needed  to work remotely at their companies. And when asked about the hiring process at each company, we learned  how and why the hiring process differs from company to company. If you’re a job seeker who’s ever wondered why the application process is so vastly different from one company to the next, read on  to find out how things generally differ- and why they do. How  and Why Companies Approach the Hiring Process Differently During this webinar, I asked the question, “What does the application process look like at your company?” What followed was a fascinating dive into the various considerations each company makes when it decides how to structure its hiring process. For the job seekers in attendance that day, and for anyone who watches the recording, the answer each company’s rep gives uncovers the mysterious parts of the hiring process- revealing why certain companies do X, others do Y, some do Z, and some do X, Y, and Z. Submitting an Application The employer reps on our webinar each had slightly different instructions for how job seekers should apply. Shannon Leigh, tax global delivery model, or GDM,  and national practice talent acquisition leader at PricewaterhouseCoopers, a global professional services organization, says the company recommends everyone submit their applications online, rather than through networking contacts. Why? Each position is assigned to a different recruiter at PricewaterhouseCoopers. Applying online makes it possible for your application to get in front of the right recruiter quickly. Haynes Company, a  research and analysis agency, has people submit applications online, and they also require applicants to sign a nondisclosure agreement. Elizabeth Haynes, founder and president, said, “The first thing that we ask all of our candidates to do is to ask everyone to sign  a nondisclosure agreement because what we do is proprietary” and, therefore, highly confidential. The Bottom Line: Why Companies Accept Applications in Different Ways The way a company collects job applications is going to depend on what information it needs, and on how its hiring process is managed. It might  have logistical or legal reasons for gathering certain information. Completing Tests or Submitting Sample Work Depending on the role you’re applying for, an employer might  ask you to take part in a test of your skills or to submit work samples. At DVMelite, a web design, marketing, and consulting firm, before a candidate is granted an interview, the person is  asked to work through a test scenario. Sally Van Dyke, team builder manager at DVMelite, says: “We start with a couple different scenarios that you could run into while you’re working for us. We understand that you wouldn’t know exactly what our procedures would be, but it’s just to get a feel for what your gut would say you would do for this.” Haynes added that Haynes Company also requires a sample project of applicants. “That project may be looking at an apparel company that we cover. It might be doing a sample set of work around toys or handbags. It’s something that is analogous to what we’re actually recruiting for at that moment in the market.” Haynes says applicants are asked to do some upfront training and learning in order to be available and ready. Applicants at Haynes Company will also be asked to take a competency quiz. Haynes says this process is, “as much about us finding the right fit with the candidate as it’s about the candidate finding out whether or not they want to do what we do.” The Bottom Line: Why Some Companies Require Tests and Sample Work More companies seem to be turning to samples and tests in lieu of, or in addition to, reference checks. It’s a way for applicants to actually demonstrate their skills, rather than having a third party talk about them. And depending on the unique nature of the work a company does, tests and sample work help them pinpoint people with the ability to understand the job and do it well. Conducting a Job Interview Because the companies on our webinar are all hiring for remote jobs, the reps each mentioned the use of video interviews. But how many job interviews, and with what people, varies by company. PricewaterhouseCoopers Leigh  says applicants may be interviewed by multiple people or go through multiple rounds depending on each position. “Sometimes it’s dependent on the level of position- the number of people that need to be involved in the interview process,” she says. “You could have as many as three  to five interviewers, depending on the level of the position. If youre going to be responsible for people, we want to make sure you have the opportunity to meet with the team you’re going to be working with.” And how you’ll be interviewed varies even within PricewaterhouseCoopers itself, depending on whether the position is in-office or remote, and on the availability of the applicant and the interviewer(s). “Those conversations can occur over the phone or in person. We also do virtual interviews, whether it’s through Google Hangouts. Some conversations could happen through WebEx, but Google Hangouts is typically the virtual interview option.” DVMelite’s interview process is intense, and that’s intentional. Van Dyke says, “For some positions it could be up to two hours. And then we have two other interviews.” Why? The company wants to make sure applicants are completely aware of the nature of the work, and the job they might be offered. It helps them recruit and retain the right people. “We hire less than 1  percent of the applicants that apply,” Sally says. “But once they’re in, they’re in for good. We have a very low turnover.” The Bottom Line: Why No Two Interviews Seem to Be the Same Companies use the interview process to meet different goals depending on the nature of the job being filled. For some, it’s a chance to demonstrate skills or experience. For others, it’s to see how a potential manager fits with his or her team. And still for others, it helps them refine their candidate pool. They also change up their interview methods depending on the availability of each hiring manager and applicant. How Job Seekers Can Keep Up with Different Hiring Practices Keeping up with a company’s needs during the application process boils down to three  actions job seekers need to take: Pay attention to the instructions in the job listing. Research the company beforehand. Check its career page, and any Glassdoor  reviews from employees. Look at the companys page on to see if its job seeker success stories offer insights into the hiring process. Ask questions once you get connected to a person. It’s absolutely fine to ask questions of a recruiter, such as How many people can you expect to interview with or How long do you think the hiring process might take? Make it clear that you just want to be ready for anything the company  needs- and not that you’re getting impatient or annoyed. An informed job seeker is an effective job seeker. Readers, have you ever wondered why employers do things differently in the hiring process?