You’ve made it through another hiring season – woohoo! While the experience is still fresh in your mind, fall is a great time to consider what worked and what didn’t, and to make changes based on those reflections. It can be especially impactful to examine what happens throughout your hiring process in order to ensure it meets the needs of your hiring managers and candidates and ultimately gets the best talent into your schools faster.

When reviewing your hiring process, gather information directly from HR, hiring managers, and other relevant stakeholders using a Google form survey or in-person meeting. Since you know your organization and its context best, you should structure these debriefs in a way that works for you, but here are some guiding questions to get you started:

1. Which workflow statuses in the Nimble system were useful and which were not? Are there any you need to delete or add to make your process more efficient?

Nimble tip: In order to ensure your hiring data stays clean and accurate, be sure hiring managers are updating candidate statuses the same day. If necessary, consider how you might reset this norm as you head into the upcoming hiring season.

2. Did you use the job request feature in Nimble? How did it go? If you did not use the job request feature in Nimble, is that something you want to shift to for the next hiring season?

Nimble tip: The job request feature can help streamline your processes by keeping all parts of the job posting process in the system. This way, you can cut down on emails, text messages, and phone calls about posting for new vacancies, and instead manage all of it in Nimble.

3. Do your email templates, interview scorecards, or reference forms need a revamp? What did your teams like or not like about these resources and what improvements could be made?

Nimble tip: Standardizing your email templates, reference forms, and interview scorecards helps to ensure equity and consistency across hiring processes. Super Admin can create these from the Settings page and make them visible to all users.

4. Did you set up auto tags to speed up your screening process? If so, are there screening questions you would add or remove for next year?

Nimble tip: Organizations that use auto tags save an average of 4 minutes per application on an initial screen, since they're able to easily filter candidates that meet or don’t meet specific criteria (e.g., work authorization). These orgs also process candidates 4 days quicker than those not using auto tags, making them more likely to hire the best candidates.

5. Does anyone need further training on the Nimble system? Which training topics would be most helpful?

Nimble tip: When you bring new team members on board, the Getting Started checklist is a great place for them to begin getting acclimated to the Nimble System. Team members can access this resource by clicking on their name in the top right corner of the Nimble homepage.

6. Did you receive feedback from candidates on your hiring process? If you didn’t receive feedback, you might consider implementing processes for gathering candidate feedback through surveys or quick conversations.

Nimble tip: You could create an email template within Nimble for the purpose of asking candidates for feedback on your hiring process.

Once you’ve collected reflections from your team(s), capture your next steps and assign owners and timelines. By taking action on these improvements now, you’ll be prepared to make the next hiring season your best one yet!

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