Key Questions for Optimizing Your Recruiting Process

Recruiting Process Evaluation

1. How many recruiting work locations do you have? Do these locations differ from your Work Locations?

2. Do you want the Requisition Number to be entered manually or generated automatically?

3. Who will be responsible for content management? (Internal User Notifications, Employer Descriptions, Organization Descriptions, E-signature Statements, Privacy Statements)

4. How much information will we be migrating from the legacy system? - Requisitions - Candidates - Job Applications

5. Are you planning to use Two-way SMS? If yes, then which vendor (Twilio or Syniverse) will be used?

6. Have you thought about any vendors for assessment, or job boards?

7. Are you planning to use the Oracle delivered role, or would you prefer a custom role?

8. Please provide a brief description of your current recruiting process.

9. Are your current recruiting processes consistent across all locations and business units?

10. What are the main challenges or bottlenecks in your current recruitment workflow?

11. What user roles will need access to Recruiting? (Recruiter, Hiring Manager, Recruiting Admin, System Admin, etc.)

12. How many recruiters are in your organization? What is their Scope of Responsibility?

13. How do you source candidates? What channels do you use?

14. Do you leverage social media platforms for recruitment? If so, which ones?

15. What is your organization’s process for internal job postings?

16. Are you currently using a candidate relationship management (CRM) tool? If so, which one?

17. Do you want the system to automatically generate Job Requisition Numbers?

18. If using automatic Job Requisition Numbers, do you require a custom numbering format?

19. Do you treat Contingent Workers the same way as Full-Time Employees in the system?

20. What is the maximum number of unverified Job Requisitions that a Hiring Manager can create?

21. Do you have specific recruiting types (e.g., Professional, Executive, Student, Hourly)?

22. Will you be integrating third-party vendors for job postings and candidate screening?

23. What job application sections and fields should be mandatory?

24. Do you plan to use a candidate pool for proactive hiring?

25. Will you be using multiple interview scheduling templates?

26. Will hiring agencies be engaged for recruitment, and how will their access be managed?

27. What is your ideal time-to-fill target for different job types?

28. How do you track recruiter productivity and hiring efficiency?

29. Do you require multilingual job postings or applications?

30. Will you need different application workflows based on job type or location?

31. How do you handle candidate rediscovery for previously rejected applicants?

Onboarding Process

32. Who owns and manages the Employee Onboarding Process?

33. Is onboarding handled in-person, remotely, or through a hybrid model?

34. What other administrative groups are involved in the onboarding process?

35. Who is the overall point of contact for a new hire during onboarding?

36. Are there parts of your current onboarding process that you would like to improve?

37. What technology or systems are used for onboarding?

38. Do you have automated notifications for onboarding tasks?

39. Do new hires receive training or orientation sessions as part of the onboarding process?

40. Are onboarding documents signed electronically or manually?

41. How do IT and HR coordinate new hire setup (e.g., system access, equipment provisioning)?

42. Do you track onboarding completion and collect feedback from new hires?

Offboarding Process

43. How does the employee termination process work today?

44. How are exit surveys conducted and tracked?

45. Where are exit interviews documented and stored?

46. How does IT get notified of a termination for account deactivation?

47. How is company equipment returned during offboarding?

48. How does the employee sign a settlement or severance agreement?

49. Do you have an automated checklist for offboarding?

50. Are there compliance or legal considerations in your offboarding process?

51. Do you provide career transition support for departing employees?

52. Is there a review process before finalizing an employee's termination?

53. How do you ensure knowledge transfer when an employee leaves?

54. Do offboarding tasks differ for voluntary vs. involuntary separations?

Job Requisition

55. How is it determined that a Requisition needs to be created? What is the role of the Hiring Manager in this decision-making process?

56. Who will initiate the requisition creation process? (Hiring Manager or the appropriate Recruiter?)

57. If the Hiring Manager initiates the job requisition, do they always know who their Recruiter will be?

Technology and Integration

58. Do you use an Applicant Tracking System (ATS)? If so, which one?

59. How do you integrate your recruiting system with HR, payroll, and other enterprise systems?

60. Do you use artificial intelligence (AI) for candidate matching or screening?

61. Do you require API integrations with third-party HR tools?

62. How do you manage GDPR or other compliance-related requirements when recruiting?

Interview Process

63. Will interview scheduling need to be configured?

64. If using interview scheduling, will questionnaires be used?

65. Do you use interview scheduling?

66. Will you be using structured interview scorecards?

67. How do you manage interviewer feedback and scoring?

I hope this blog post was helpful for you. If you have any questions or feedback, please leave a comment below.