Mapping Candidate Selection Process with Flowcharts

“Nothing we do is more important than hiring and developing people. At the end of the day, you bet on people, not on strategies.”- Lawrence Bossidy

In an age characterized by the accelerating implementation of automation, the element of manpower retains an enduring relevance in the majority of modern enterprises, businesses, and industries. The quality of human capital continues to remain central to the success of the modern enterprise. As a resource, manpower and human capital empower enterprises to drive growth and diversification of business systems and processes. That said; the selection of manpower through a nuanced and informed candidate selection process remains paramount among modern business activities. This assertion stems from the fact such processes provide an adequate framework to move potential associates and employees through the hiring process for subsequent induction into an organization. Flowchart diagrams, through their flexible expanse and nimble response times, allow the modern enterprise to frame and expand an adequate candidate selection process in tune with business requirements.

Intelligent planning and the creation of modes of execution must precede the actual construction of a candidate selection process. The designers of flowcharts must bear in mind certain factors that underlie such processes. These include a corporate intent to reduce labor costs, select the correct quality of manpower, assess the trainability of human capital, map human resources to certain functions inside an organization, evaluate the professional experience of a candidate, assess the response of each candidate to interview questions, etc. Therefore, each of these factors must find an immediate positioning inside the flowchart under construction. Once positioned, members of the sponsor organization must survey the full extent of the candidate selection process and implement it in hiring appropriate human resources. However, interventions could be required at various points in time; these actions could be prompted by immediate considerations or emerging requirements in the overarching context of evolving business objectives.

Efficient and accurate actions must typify the content of a flowchart that outlines a modern candidate selection process. In line with this, business operators could position a number of tests and assorted assessment mechanisms inside a flowchart. These tests could be designed to asses a candidate’s quantitative aptitude, analytical ability, basic intelligence, ability to work with a team, intent to co-ordinate actions across different segments of an organization, talent to interact with clients, response to training modules, interest in developing new work processes, etc. Such additions inside the flowchart can spur the candidate selection process and reinforce momentum to attain the goals of an organization within a timeframe. We note such a diagram empowers the modern organization to boost hiring processes and recruit the cream of available human capital in a specific market. In addition, the described flowchart encourages leadership teams to envision new goals and drive the organization to collective achievement.

The interview process is an important aspect of the candidate selection process. Flowcharts that describe such a process could include a separate section on semi-structured interviews. Each stage in said section could describe lines of questioning that seek to assess the different abilities of a candidate. Additionally, each stage could represent an end-point connected with a series of sub-stages. The content in these could prompt additional queries from the interviewer, framed to probe the candidate’s knowledge and ability in detail. A separate linearity could emerge inside the flowchart, designed to elicit questions and queries from the candidate. These can be mapped into said linearity as an attempt to add color to the candidate selection process. Essentially, this flowchart takes shape as a document that encases a dialogue between the organization and each candidate that undergoes the interview process. A series of populated illustrations allows the organization to gain a flavor of the quality of human capital being considered for various positions.

Non-cognitive attributes are important points of assessment inside a candidate selection process. Bearing this in mind, the designers of flowcharts must work with organizational members to gauge attributes such as initiative, inter-personal skills, teamwork, organizational fit, etc. for each candidate. Inside the flowchart, each of these attributes can represent a separate silo that contributes to the act of grading a candidate’s performance. Interviewers can elect to etch comments inside the flowchart as part of their subjective assessment of a candidate. However, the number of silos can be expanded in tune with the specific requirements of an organization. Further, interviewers can introduce candidates to operational scenarios during the interview; their reactions to the flow of events in such scenarios helps add flavor to the ongoing candidate selection process. Interestingly, the contents of a populated flowchart, when extrapolated with the stated facts printed in the document listing a candidate’s work achievements, can generate additional momentum in the selection process.

Data and information must form a central element inside a modern candidate selection process. This stance is critical because it helps eliminate the scope of bias inside said process. In line with this, business operators can scour available information on candidates and position data appropriately inside flowcharts to aid candidate selection. The data can assist interviewers vary the pitch of the selection process in tune with organizational requirements. In addition, such a flowchart could emerge as a key tool that guides the questions pitched to an individual candidate. For instance, interviewees with outstanding levels of numerical ability could face probing questions that interrogate their knowledge and comfort levels in the domain of analytics. Further, data pertaining to the execution of past projects could help mold queries that assess the confidence levels of a candidate to handle similar projects in the future. These scenarios allow organizations to craft various elements of the candidate selection process in the interests of hiring the best talent.

Flowcharts populated with candidate information can serve as documentation that validates the outcomes of a candidate selection process. Certain lines of technical information can be entered into the flowchart as part of efforts to paint the entire picture of a successful candidate. We note this edition of a hiring flowchart may emerge at the end of the candidate selection process; it could well precede the actual hiring decision and the events that follow. The lines of technical information that populate various stages of the flowchart may include: a candidate’s career history, the scope of personal ambition, salary achievements in previous positions, expectations of monetary compensation, satisfaction of key selection criteria, the notice period, issues (if any) in the matter of candidate re-location, etc. We note this illustration should ideally be included in the dossier prepared for each successful candidate. The document helps reassure the hiring organization of the actual intent of the candidate, thereby enabling an assessment of progress registered in the hiring process.

These lines of inquiry and analysis allow readers to appreciate the importance of deploying flowcharts to aid various stages in the selection of successful candidates. The sheer agility inherent in the expanse of a flowchart diagram allows hiring professionals to build speed into the hiring process, thereby ensuring a judicious use of organizational resources. Intelligent operators inside an organization may elect to deploy multiple illustrations in a bid to reinforce each stage, thus reinforcing the business case for deploying flowcharts. Further, the visual gradations available inside such diagrams allow businesses to calibrate the ebb and flow of hiring processes. These attributes enable the modern flowchart to emerge as an indispensable tool in furthering the avowed mission of an organization.

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