The 7-Step Recruitment Process We Use to Ensure Every Hire is a Great Fit

Welcome back to the Business Builder newsletter! In today’s issue, I’ll walk you through the 7-step recruitment process that’s helped us simplify hiring and consistently attract top talent at my consulting firm.

To make it easy for you to implement, I’ve included an SOP for this system at the end.

Estimated read time: 3 minutes

Step 1: Staffing Need & Role Definition

The first step is to review the team’s current workload and determine which tasks can be delegated. By using the Elevate and Delegate tool (read more), we ensure we define clear responsibilities for each new hire.

Based on the responsibilities, draft the job description and specify whether the role is for a beginner (Su), intermediate (Ha), or advanced (Ri) level.

Step 2: Job Posting & Application Collection

Publish the job on LinkedIn, directing applicants to the company website, where they fill out a form. This form includes 11 indirect questions that assess the candidate’s fit for the role, providing a percentage score.

This automated scoring system saves time and ensures that only strong candidates move forward in the process.

Step 3: Initial Assessment (Bryq Test)

Candidates who meet initial expectations are invited to take the Bryq test, which evaluates their IQ, EQ, and analytical skills. Candidates with strong scores proceed to the next step.

Step 4: Pre-Interview Questionnaire & Screening Call

After passing the Bryq test, candidates complete a pre-interview questionnaire that gathers insights about their motivations, salary expectations, and availability.

A 15-minute screening call follows, where we discuss the candidate’s salary expectations and ensure they match the percentage derived from the initial form responses.

Step 5: Final Interview & Percentage Confirmation

If the candidate passes the screening call, we schedule a 1-hour final interview to evaluate their skills and clarify any outstanding questions.

During the final interview, we confirm the percentage calculated during the initial form submission. We use the Su Ha Ri-based interview questions to assess their expertise level and assign a grade (e.g., Su1, Ha1, Ri1). This grade is then used to finalize the candidate’s alignment with the Su Ha Ri grading system.

Step 6: Salary Calculation & Contract Preparation

Using the confirmed percentage from the interview, we calculate the candidate’s final salary. The salary is determined by multiplying the percentage by the maximum salary for their assigned grade

Example:

• Candidate’s final percentage = 75%

• Assigned grade = Ha1 with a maximum salary of $80,000

• Final salary = 75% of $80,000 = $60,000.

We then prepare a contract detailing the final confirmed salary, which is sent for signing via an e-signature platform.

Step 7: Final Steps & Onboarding

Once the contract is signed, the onboarding process kicks off, ensuring a smooth transition for the new hire.

Access the SOP

If you want to implement this recruitment structure in your own business, you can access the full SOP of our recruitment process here. It outlines all seven steps in detail and provides a comprehensive guide for replicating this system in your business.

I’ll keep sharing more actionable insights on improving your business processes. Next week’s issue will focus more closely on the ShuHaRi grading system.

Stay tuned.