Experience a structured and thorough journey with the Kelly Services Onboarding Process, ensuring confidence and satisfaction in your recruitment journey.
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Candidate submits application
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Initial screening of application
3
Assess candidate's qualifications
4
Interview scheduling
5
Conduct initial interview
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Score and evaluate initial interview
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Approval: Hiring Manager for second interview
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Conduct second interview
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Score and evaluate second interview
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Check references
11
Background check initiation
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Review background check results
13
Approval: HR Manager for final hiring decision
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Prepare contract and offer letter
15
Send out offer letter
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Candidate accepts offer
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Process paperwork
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Schedule onboarding session
19
Prepare onboarding materials
20
Conduct onboarding session
Candidate submits application
This task involves receiving and reviewing applications from candidates who have expressed interest in joining Kelly Services. As the first step in the onboarding process, it plays a crucial role in identifying potential candidates who meet the requirements for the position. The desired result is to gather relevant information about the candidate and their qualifications. Have you received their completed application form yet?
Initial screening of application
Once an application is received, it needs to be reviewed to determine if the candidate meets the basic requirements for the position. As an initial screening process, this task helps to identify potential candidates who deserve further consideration. It also helps to ensure that only qualified candidates proceed to the next stage. What qualifications are you looking for during this screening process?
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Education
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Experience
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Skills
4
Certifications
5
References
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Qualified
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Not qualified
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Not sure
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Further review needed
5
Incomplete application
Assess candidate's qualifications
This task involves a more detailed assessment of the candidate's qualifications based on the information provided in their application. It allows you to evaluate their education, experience, skills, certifications, and references. The assessment will help in determining if the candidate is a suitable match for the position. What criteria do you use to assess their qualifications? What weightage is given to each criterion?
Interview scheduling
Once the initial screening and qualification assessment are completed, it's time to schedule an interview with the candidate. This task involves coordinating with the candidate and assigning a suitable date and time for the interview. It ensures a smooth process and allows for effective communication. When would be a convenient time for the candidate to attend the interview? Do they have any scheduling constraints?
Conduct initial interview
The initial interview is a crucial step in the selection process as it allows for a direct interaction between the candidate and the interviewer. During this interview, you get to assess the candidate's communication skills, confidence, and ability to answer questions. The desired result is to gather valuable insights about the candidate's suitability for the position. What specific questions would you like to ask during the interview?
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Strongly recommended
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Recommended
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Not recommended
4
Further review needed
5
Additional interview required
Score and evaluate initial interview
After conducting the initial interview, it's important to score and evaluate the candidate's performance based on the interview questions. This task allows for an objective assessment of the candidate's suitability for the position. It provides insights that help in making informed decisions. How would you rate the candidate's performance during the initial interview? What criteria are you using to evaluate their responses?
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Excellent
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Above average
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Average
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Below average
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Poor
Approval: Hiring Manager for second interview
Will be submitted for approval:
Score and evaluate initial interview
Will be submitted
Conduct second interview
Based on the results of the initial interview and evaluation, some candidates may be selected for a second interview. This task involves conducting a more in-depth interview to further assess the candidate's suitability for the position. The desired result is to gather additional information and insights. What areas would you like to focus on during the second interview?
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Strongly recommended
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Recommended
3
Not recommended
4
Additional interview required
5
Further review needed
Score and evaluate second interview
After conducting the second interview, it's important to score and evaluate the candidate's performance based on the interview questions and focus areas. This task allows for an objective assessment of the candidate's suitability for the position. It provides further insights that help in making informed decisions. How would you rate the candidate's performance during the second interview? What criteria are you using to evaluate their responses?
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Excellent
2
Above average
3
Average
4
Below average
5
Poor
Check references
Checking references is an important step in the onboarding process as it helps to verify the candidate's qualifications and past performance. This task involves contacting the provided references to gather additional information about the candidate. The desired result is to obtain insights from previous employers or supervisors. Have you received the contact details of the candidate's references? What specific questions would you like to ask the references?
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Positive
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Neutral
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Negative
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No response
5
Additional references needed
Background check initiation
To ensure the accuracy of the candidate's provided information, a background check needs to be initiated. This task involves engaging a third-party service or conducting necessary checks internally. The desired result is to gather accurate information about the candidate's background and qualifications. Are you ready to initiate the background check process? Which areas will be checked during the background check?
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Criminal record
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Employment history
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Education credentials
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Professional licenses
5
Credit history
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Clear
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Pending
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Not clear
4
Additional checks needed
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No response from background check service
Review background check results
After the background check is completed, it's important to review the results and assess their impact on the hiring decision. This task provides an opportunity to analyze the findings and make informed judgments about the candidate. What criteria are you using to evaluate the background check results? Is there a specific threshold for disqualification?
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Clear
2
Pending further review
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Not clear
4
Disqualified
5
Further checks needed
Approval: HR Manager for final hiring decision
Will be submitted for approval:
Check references
Will be submitted
Review background check results
Will be submitted
Prepare contract and offer letter
Once a candidate successfully passes the previous stages, it's time to prepare the contract and offer letter. This task involves ensuring that all required information is accurately included and legally compliant. The desired result is a comprehensive and tailored contract and offer letter for the candidate. Have you collected all the necessary details to prepare the contract and offer letter? Are there any specific terms or conditions that need to be highlighted?
Send out offer letter
Sending out the offer letter marks an important milestone in the onboarding process. This task involves notifying the selected candidate about their acceptance into Kelly Services and providing them with the formal offer letter. The desired result is a smooth communication that establishes clear expectations and makes the candidate feel valued. What should the subject line and body of the email contain? Is there any specific format or template to be followed?
Congratulations! Offer from Kelly Services
Candidate accepts offer
After sending out the offer letter, it's crucial to receive the candidate's acceptance. This task involves waiting for the candidate's response and confirming their acceptance of the offer. The desired result is a clear confirmation that the candidate has accepted the offer and is ready to proceed with the onboarding process. Have you received the candidate's acceptance? Is there any additional information needed?
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Accepted
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Pending
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Rejected
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Further clarification needed
Process paperwork
Once the candidate has accepted the offer, it's time to process the necessary paperwork for their onboarding. This task involves gathering and organizing the required documents and ensuring legal compliance. The desired result is a complete and accurate set of paperwork for the candidate's records. What documents are required for the onboarding process? What specific information needs to be collected?
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Resume/CV
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Identification proof
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Educational certificates
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Employment history
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Signed contract and offer letter
Schedule onboarding session
To facilitate a smooth transition for the new employee, it's important to schedule an onboarding session. This task involves coordinating with the candidate and assigning a suitable date and time for the session. The desired result is to ensure that the new employee has a clear understanding of their role, responsibilities, and the onboarding process. What date and time would be convenient for the candidate? Is there any specific agenda for the onboarding session?
Prepare onboarding materials
Before the onboarding session, it's important to prepare the necessary materials to facilitate a smooth and effective process. This task involves gathering and organizing documents, presentations, and other resources required for the onboarding session. The desired result is a comprehensive set of materials that provide valuable information to the new employee. What specific materials need to be prepared? Is there any specific format or template to be followed?
Conduct onboarding session
The onboarding session is a crucial step in integrating the new employee into Kelly Services. It provides essential information, guidance, and support to ensure a smooth start. This task involves conducting the session, covering various aspects like company policies, culture, job responsibilities, and resources. The desired result is an engaged and informed new employee. What topics should be covered during the onboarding session? Are there any specific activities or discussions that need to be included?
