Candidate Process

Owned by Jacob Adkins (Unlicensed)
Dec 09, 2021
4 min read

 

  • Screening

    • Screener Development

    • Link screener in Avature

  • Internal CN Process

  • Rehires

  • Submittal Structure (Notes, Resume, Screen)

  • Submittal Timeline (within 24 hours of application or screen completion)

  • Offer (process, not WD)

    • HR Slate Confirmation

Conducting a Quality Screen

  1. During the intake, you will gather the general qualifications for this role in the Hiring Manager’s own words, use this to come up with questions to ask the Candidate. Remember, the HM should find value in your screener!

  2. Do not copy and paste information from the candidate’s resume. Any summaries of previous positions should be in the candidate’s words as they tell you about their previous roles. The hiring manager can read the resume, the screener is additional information!

  3. Be sure to ask 4 or more qualifying questions to ensure they are going to be qualified for the position as well as behavioral questions, do not copy and paste the job description.

    1. What type of experience does the Hiring Manager prefer the candidate have?

    2. Are there any programs or software packages they will be working with?

  4. Be sure to ask behavioral questions as well such as:

    1. Give me an example of a time you managed numerous responsibilities; how did you handle that?

    2. Tell me about a time you failed and how you handled that situation.

    3. Tell me about your proudest professional accomplishment.

    4. What are your future career goals?

Internal Candidate Screening Process

Internal Candidates must go through the same process as external candidates to ensure we are compliant.

Internal Candidate Screening Process:

  • We screen all internals

  • During the interview with the internal candidate, you do not discuss compensation. HR will handle compensation with internal candidates. 

  • After you interview the internal candidate, follow the same submittal process as an external candidate, noting that the candidate is internal in the submittal. 

Do Not Recruit – Carrier Companies and Spin

Do not actively pursue candidates from the following per spin agreement. If these candidates apply please reach out to HR but can generally pursue as long as it is not a Sr Manager or Exec role:

  • Raytheon, UTC, Otis, Collins Aerospace, Pratt & Whitney, PWC

  • Carrier Enterprise (this is a partner of Carrier, NOT Carrier owned): HR notification/approval required for every submit

The following are Carrier brands/companies and employees may list their employer as their brand names. Do not recruit as they are already employed by Carrier:

Submittal Structure & Timeline 

  • After screening a candidate and determining they are qualified, you will submit them to the Hiring Manager and HRBP for review via email. 

  • Rehires:  Before you send the submittal to the HM, send the candidate’s resume to the HRBP and confirm the candidate is rehired eligible.  If the candidate is rehired eligible then send submittal to HM and copy HRBP.  If the candidate is not rehired eligible then disposition accordingly.  

  • When submitting a candidate, be sure to include the following: 

    • Phone screen

    • Copy of the candidate’s resume

    • A short summary about the candidate’s qualifications/skills 

  • Be sure to submit a qualified candidate to the Hiring Manager and HRBP within 24 hours of screening them and/or when the application has been completed. 

    • You cannot submit a candidate before they apply in Workday!

  • During your intake, ask your Hiring Manager if they prefer you submit candidates as you screen them or if they prefer you submit candidates in a batch of 4, etc. 

Offer Process 

Before an offer can be made, we must have submitted over at least a slate of 4 candidates with a focus of 50% being diverse candidates. After a Hiring Manager has decided which candidate they would like to proceed with an offer, there are a few steps to take:

  • Hiring Manager will inform the HRBP which candidate they would like to move forward with.

  • The HRBP will provide the compensation information to the Hiring Manager and the Hiring Manager will proceed with the verbal offer. 

  • After the candidate has verbally accepted, the Hiring Manager and HRBP will inform the Recruiter of the compensation details in order for the Recruiter to create the offer letter in Workday.  

Requirements must be met prior to offer

  • Positions must be posted 7 calendar days before a written or verbal offer can be made (internal and external)

  • Internal candidates must apply as an internal via the career portal – they must reapply if they applied as external

  • External candidates must apply via the external career site

  • Every candidate must be screened by a recruiter and submitted (submittal email, screener and resume emailed to HM and cc HRBP)

  • Each requisition must have at least four submittals to be compliant with the SLA before offer request or have written approval from your HRBP

    • Each written approval must be saved in the shared drive and attached to the requisition in Avature

    • HR Slate of 4 Drive

  • Internal start dates can only be the 1st or 16th of the month 

Issuing Offers

  • Guidelines for issuing offers in Workday

    • Must be used for every offer letter issued

    • Details of manual changes required

    • Chart for relocation package and benefits summaries to use

    • Steps to follow  after offer letter issued

What happens after the written offer?

  • Candidates move to GPS (onboarding).

    • BG/drug screens are triggered, this should start within 72 hrs of the candidate is moved to “ready for hire” in WD (do not escalate CNs not receiving BG info before 72 hours. Escalation to Kim White past 72 hours of no receipt AFTER CN has checked spam!)

      • Candidates can provide the following to the BG check coordinator to expedite the process

        • Copies of diplomas, degrees, certifications, W2s, paycheck documents, tax returns

  • Benefits