Useful inputs
Hiring need, team context and role constraints
Existing job descriptions, manager notes, reporting lines and practical requirements help define what the role must do.
Connect the hiring journey. Keep stages, decisions and ownership visible.
Bring vacancy planning, candidate attraction, selection and onboarding into one visible process. GWO SEVO can support one stage or connect the hand-offs between them.
Keep the hand-offs visible as a vacancy moves from brief to onboarding.
A vacancy can move between hiring managers, recruitment reviewers, interview panels and onboarding teams. We can focus on one hand-off that needs attention or connect the stages that need to work together.
Clear decision criteria, visible ownership and connected hand-offs from vacancy brief to onboarding.
Recruitment Solution Scope
Support for the hiring stages that need more structure.
Seven areas can support one stage or connect the hand-offs across the hiring journey.
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Role briefs and vacancy planning
Turn hiring needs into clear role briefs, vacancy priorities and an agreed recruitment workflow.
We help your team translate the hiring need into a usable brief, practical decision criteria and a recruitment plan that makes ownership clear before sourcing begins.
Role briefs and vacancy planning can include
- Clarify role requirements
- Define vacancy priorities
- Agree owners and decision stages
- Conduct role and task analysis
- Separate essential and desirable criteria
- Confirm an inclusive, realistic role profile
Working output
A review-ready role and vacancy plan
A clearer brief, agreed selection criteria, named decision owners and the stages the vacancy will follow.
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Candidate attraction and sourcing
Plan candidate outreach around the role, target profile and channels suited to the vacancy.
Candidate attraction is shaped around the role and the people it needs to reach, with clear vacancy messages and a sourcing plan the recruitment team can review by channel.
Candidate attraction and sourcing can include
- Define candidate profiles
- Prepare vacancy messages
- Select sourcing channels
- Build a vacancy sourcing plan
- Use clear and inclusive vacancy copy
- Review candidate fit against agreed role criteria by source
Useful inputs
Role profile, candidate audience and channel history
The agreed criteria, vacancy context and any available source data help shape where and how the role is promoted.
Working output
A channel-ready attraction plan
Clear vacancy messaging, candidate profiles, sourcing channels and a way to review response quality by source.
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Application capture and tracking
Capture applications in a consistent format and keep each candidate’s source, stage and owner visible.
We organise application capture around the information reviewers need, with acknowledgement steps, a clear status, named ownership and controlled access.
Application capture and tracking can include
- Define application fields
- Record candidate sources
- Set stages and ownership
- Set application acknowledgement steps
- Keep candidate status history visible
- Limit access to candidate information
Useful inputs
Current forms, records and access requirements
Existing application fields, acknowledgement steps, systems and privacy controls show what needs to be retained or corrected.
Working output
A consistent application workflow
Agreed fields, stages, ownership and status tracking help reviewers work from the same candidate record.
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Screening and shortlisting
Apply agreed screening criteria and record the basis for progressing candidates to a shortlist.
Structured screening gives reviewers a shared basis for assessing applications, recording decisions and handing a clear shortlist into the interview stage.
Screening and shortlisting can include
- Agree screening questions
- Review applications against criteria
- Record shortlist decisions
- Use structured screening scorecards
- Apply the same decision rules consistently
- Record adjustments and hand-offs
Useful inputs
Role criteria, application records and reviewer needs
The role brief, essential criteria, screening questions and any required adjustments shape a fair, repeatable review.
Working output
A documented shortlisting approach
Shared questions, scorecards and decision records make the basis for progressing candidates easier to review.
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Interview and offer coordination
Coordinate interview steps, decisions and candidate communication through to an agreed offer.
We help organise interview stages, feedback and offer activity so candidates and decision-makers can see what happens next and who is responsible for it.
Interview and offer coordination can include
- Arrange interview stages
- Capture interviewer feedback
- Track offer status and responses
- Use consistent interview questions
- Coordinate interview panels and scoring
- Keep candidates informed between stages
Useful inputs
Interview stages, panel availability and offer requirements
Existing schedules, feedback practices, decision points and candidate communications show where coordination can improve.
Working output
A coordinated interview-to-offer process
Agreed stages, panel responsibilities, feedback records and candidate updates carry the process through to the offer decision.
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Placement and onboarding support
Keep placement hand-offs and onboarding support connected after a candidate accepts an offer.
Placement support connects the accepted offer with preboarding, onboarding responsibilities and early check-ins so the final recruitment hand-off is visible rather than assumed.
Placement and onboarding support can include
- Confirm placement details
- Share onboarding requirements
- Track hand-offs and early support
- Plan preboarding communications
- Assign onboarding responsibilities
- Schedule early check-ins and feedback
Useful inputs
Accepted-offer details and onboarding requirements
Role start information, preboarding steps, team responsibilities and early support needs define the final hand-off.
Working output
A visible placement and onboarding hand-off
Named owners, practical checklists, candidate communications and early check-ins stay linked to the accepted offer.
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Recruitment pipeline reporting
Bring available vacancy and candidate activity into reporting that shows recruitment stages, ownership and hand-offs.
Recruitment reporting uses available vacancy and candidate records to show how applications move by source, stage and owner, and where a hand-off needs attention.
Recruitment pipeline reporting can include
- Define pipeline stages and measures
- Connect available vacancy and candidate records
- Track applications by source, stage and owner
- Review activity and process hand-offs
- Document reporting fields and access needs
- Assign reporting actions
Useful inputs
Available vacancy, source, stage and owner data
Current candidate records, system fields, access needs and reporting gaps determine what can be measured reliably.
Working output
A usable recruitment pipeline view
Agreed measures and reporting fields show activity, ownership, stage movement and hand-offs that need attention.
How We Scope the Work
From a hiring priority to an agreed service scope.
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Step 1 of 3
Identify the priority
Begin with the role, vacancy or hiring stage that needs attention.
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Step 2 of 3
Review the hiring journey
Review the briefs, sourcing channels, application records, decision stages, systems, teams and hand-offs already involved.
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Step 3 of 3
Agree the scope and owners
Combine the relevant support, then agree the decision criteria, measures, owners and next actions.
Teams to Involve
Identify the teams that own hiring decisions and hand-offs.
Start with the team closest to the priority. Where the journey crosses recruitment, hiring managers, interview panels, operations or technology, note who owns each hand-off.
Teams that may need to be involved
- Organisational leadership
- People and HR teams
- Talent acquisition and recruitment teams
- Hiring managers and interview panels
- Operations, data and technology teams
Recruitment Solutions
Which part of your hiring process needs attention?
Tell us which roles or vacancies are in scope and which stage needs more structure. The assessment helps us understand the current process and identify a practical place to begin.
Get Assessment