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Using Bryq in the Recruitment Process
Using Bryq in the Recruitment Process

Using Bryq in the Recruitment Process

Markellos Diorinos avatar
Written by Markellos Diorinos
Updated over a week ago

The recruitment process (or hiring process), includes making the decision to hire a new employee - and making sure they are the best match for the job and company requirements. Since there are various stages involved in the recruitment process, we work with our customers on how to successfully position Bryq in their recruitment process. Our services help ensure a positive experience for both hiring managers and candidates.

Step 1: Identify the hiring needs

What are your existing hiring needs? It may be that an employee just left or a new job position has opened. Once you identify the vacancies that exist, you can then define the job specifications, such as skills, knowledge, experience, and competencies.

You can determine your hiring needs by checking:

  • Any gaps in performance, skills, or knowledge that you need to fill

  • Any sudden increase in workload that your team cannot seem to handle

  • Any employees who will be leaving the company soon

Factors that influence recruitment:

  • Size of the organization

  • Salary structure

  • Work culture and working condition within the organization

  • The growth rate of the organization

  • The current state of employment in the economy

Step 2: Prepare job descriptions

Once you know the skills, knowledge, and experience gaps you need to fill, define the job role, responsibilities, and duties.

A complete job description helps you know what to look for in potential candidates. It also serves as a checklist for candidates to tick before they decide they are suitable for the role and apply - which means, more relevant candidates. It is important to reflect as much information in the job description as possible to create a positive experience for the candidate. Make sure your job description covers the following:

  • Company description & core values

  • Summary of the role in the opening paragraph and state who the role reports to

  • Detail the essential job duties and job responsibilities

  • Detail the essential skills and competencies

  • Recruitment process (including background and reference checks)

  • Compensation & Benefits

  • Equal Opportunity and Compliance statement

Step 3: Job posting

The job listing should be advertised internally to generate referrals as well as externally on popular social networking sites and preferred job boards. Recruiters can also conduct job fairs and promote openings in relevant media.

Step 4: Define the Bryq Assessment

Bryq objectively assesses candidates, so that you can use the data to confidently match candidates to job and company requirements. With this method, you hire the right candidate, without bias, every time.

The details of the job description will help you to successfully match the relevant profile in Bryq. A well-structured job description will enable you to set up your Bryq profile.

  • Match the job description requirements to one of the available roles in Bryq (over 800 to choose from) and Bryq will propose the corresponding Holland Profile. Depending on the profile the system will propose which cognitive skills correlate to the given profile along with the personality traits that define the role.

  • Need to build more on the proposed Bryq profile to further match job requirements and company culture? Not a problem! You can copy and edit the profile to fine-tune the cognitive skills or add any additional personality traits.

  • Seeking to hire a people manager? Remember to enable the “Leadership Effectiveness” indicator in the Bryq assessment.

Step 5: Inviting candidates to the Bryq assessment

We propose it's best to apply Bryq at the top of the funnel to avoid manual processing of incoming resumes. As the candidates complete the assessments, they are ranked among the pool of candidates that have been invited to take the assessment. The scores for each area (cognitive and personality) show how closely the candidate matches the role, making it straightforward to determine who to interview.

Our assessments are calibrated, which means that people will score on average 50% and that 66% of the candidates will be within roughly 35% and 65%. This is meant so that you can determine at a glance if someone is above or below average. Remember that less than 2% will score above 90% in any given subject.

Step 6: Stage 1 | The HR Interview:

Begin HR interviews with the top-ranking candidates and work your way down the ranking list. Probe areas of concern provided by sample interview questions available in our interview guide. Each candidate result report provides a page with personalized interview questions, which will address areas where the candidates were not as good of a match as per job and company requirements.

Step 7: Stage 2 | The Hiring Manager Interview:

The Hiring Manager will interview the three shortlisted candidates. Bryq allows Hiring Managers to compare the shortlisted candidates (up to three) side-by-side. Hiring Managers can see how they compare to one another in each one of the four cognitive skills assessed (numerical, logical, attention to detail, and verbal) and across the personality traits.

*It is at a company’s discretion if they would like to interview more than three candidates during this stage.

Step 8: Decision making

HR and Hiring Manager decide which candidate they will be extending an offer to.

Step 9: Reference and Background Checks

As mentioned in the job description stage, your initial job posting should indicate that all candidates are subject to a background check. Background checks review candidates’ criminal records, verify employment history and eligibility, and run credit checks. Drug testing may also be warranted, depending on the position.

Step 10: Offer

After conducting background and reference checks, the hiring staff identifies their top choice. The hiring staff should also select a backup candidate, in case the top choice declines the offer or negotiations fail to produce a signed offer letter. In the event that no candidates meet the hiring criteria, the hiring staff should determine whether or not to start the hiring process over.

As you go through the hiring process, be sure to check in several times with candidates on what their expected salary is. This can change, depending on other offers they're looking at. When it comes time to make your offer, send a great job offer template that explains everything you're offering, including paid time off and any perks or allowances for equipment.

Step 11: Onboarding and new employee orientation

Once your offer has been accepted, it's time to bring the new employee on board. There will be new employee paperwork you'll need to take care of, and you'll need to introduce them to your team and the company culture. You'll also want to provide a schedule of expectations for the coming months as part of a complete onboarding process.

If your company is based in the U.S, make sure to include the following onboarding steps:

Forms for New Employees:

  • Form W-4 for Federal Income Tax Withholding.

  • Form I-9 and E-Verify System for Employment Eligibility.

  • Job Application Form.

  • State Withholding and Registration.

  • A Checklist for Hiring New Employees.

  • Your Employee Handbook.

How to Pay Your Employees:

  • Have all employees complete a W-4.

  • Find or sign up for Employer Identification Numbers.

  • Choose your payroll schedule.

  • Calculate and withhold income taxes.

  • Pay taxes.

  • File tax forms & employee W-2s.

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