1. Define

This is the process through which the talent acquisition department identifies the leads working with the hiring managers. The hiring departments define the qualifications for the role expectations, baseline the needs of what is required for the various roles, provide a value proposition for multiple candidates, and promote the brand to define the job descriptions that help attract the best talent from outside the market.

2. Search

This stage is about planning to hire the right talent from your existing pool and inviting the right type of talent for cost-effective sourcing talent pipeline management. 

During this process, the talent acquisition professional, or the recruiter, creates a method for finding the right talent, publishing the right places to identify and secure the right talent, providing transparency and visibility, working with the hiring managers and recruiting managers, and ensuring wasting very little time off the internal teams.

3. Screening

This is the process stage where all the candidates/applicants for the job roles are assessed, evaluated, and screened for their job skills, which are essential to completing their day-to-day activities in the applied role as Match%. 

Additionally, during this stage, the candidates are assessed for their soft skills, which ensure their ability to fit within the organization and their aptitude or culture fit for your organization or department or that hiring manager’s team. This is the process where the recruiters spend an excessive amount of time screening the candidates, scheduling interviews, 

Results of this phase include Creating a short list of the talent based on the first-level screening interviews and evaluating their soft skills and cultural fit for the proper role in the Department. 

The outcome at the end of the segment of work is a tabulated result, helping hiring managers and organizations quickly and objectively filter the right candidates for the next stage of the hiring process.

4. Analyze 

This is the stage where the recruiter takes the tabulated results from the screening process, analyzes the various candidates/applicants, compares them to provide a prioritized list, and shortlists candidates for the hiring managers to consider scheduling time for the next-level interviews. 

This process should ideally be a data-driven process, which is highly subjective. This process costs organizations the most money in revenue lost, and the cost of interviews and hiring becomes more expensive than it should be.

5. Selection

This is the stage where there is a streamlined structure for hiring, closing with the hiring managers by scheduling the interviews, providing guidelines for the hiring manager and guidelines for the candidates/ applicants, and promising transparency and compliance. 

6. Validation

This is a time-intensive process of checking the validity of the candidate and their claims on the résumé. This helps alleviate risks, checking the credentials and certifications, validating references, and getting an unbiased third-party validation before hiring. Maya Maya does not provide anything related to resume forensics. However, some APIs could help integrate MayaMaya into your solutions.

7. Engagement

Talent engagement before hiring is crucial in reducing the cost of hiring. This phase tries to mitigate and lower the chances of flight risk; the stage works to ensure that the hiring process and talent evaluation are efficient and have checks and balances. 

8. Onboarding

This is when the hired talent is unhappy and in the wrong situation, forcing them to resign sooner than they would have. 

This comes down to the promise vs. reality gaps.

The potential is validated both from a candidate and from the organizational perspective. Maya Maya does not provide anything related to resume forensics. However, some APIs could help integrate MayaMaya into your solutions.