Problem
For positions with the most complex, multi-stage hiring cycle (interview with the manager, trial day, probation period with interim assessment), there was no unified process: the stages of the probation period — start of probation, assessment, completion of probation — were not recorded anywhere, causing a loss of control over whether the candidate was successfully adapting and when they needed to be assessed.
Task
Create a hiring pipeline with a 4-stage selection cycle (interview with the manager → trial day → probation period → assessment), allowing candidates to be tracked at every stage, including the adaptation period within the company.
Solution
The "HR hiring in 4 stages" pipeline was created and configured with the following statuses:
1 – Reserve
2 – New candidates
3 – Taken into work
4 – Phone interview completed
5 – Interview with manager scheduled
6 – Interview with manager completed
7 – Invited to trial day
8 – Completed trial day
9 – Probation period planned
10 – Probation period started
11 – Assessment scheduled
12 – Assessment completed
13 – Probation period passed
14 – Hired / passed probation
15 – Rejected.
Results
1. The entire long hiring cycle — from first contact to completion of the probation period — is recorded in a single pipeline.
2. The HR manager and the department head see the candidate's status not only during the interview stage, but also during adaptation and assessment.
3. Interim assessment within the probation period is no longer lost — for each candidate, it is visible whether it is scheduled, completed, or still pending.
4. It has become possible to analyze how many candidates successfully pass the trial day and probation period, and at which adaptation stage rejections occur most often.
For positions with the most complex, multi-stage hiring cycle (interview with the manager, trial day, probation period with interim assessment), there was no unified process: the stages of the probation period — start of probation, assessment, completion of probation — were not recorded anywhere, causing a loss of control over whether the candidate was successfully adapting and when they needed to be assessed.
Task
Create a hiring pipeline with a 4-stage selection cycle (interview with the manager → trial day → probation period → assessment), allowing candidates to be tracked at every stage, including the adaptation period within the company.
Solution
The "HR hiring in 4 stages" pipeline was created and configured with the following statuses:
1 – Reserve
2 – New candidates
3 – Taken into work
4 – Phone interview completed
5 – Interview with manager scheduled
6 – Interview with manager completed
7 – Invited to trial day
8 – Completed trial day
9 – Probation period planned
10 – Probation period started
11 – Assessment scheduled
12 – Assessment completed
13 – Probation period passed
14 – Hired / passed probation
15 – Rejected.
Results
1. The entire long hiring cycle — from first contact to completion of the probation period — is recorded in a single pipeline.
2. The HR manager and the department head see the candidate's status not only during the interview stage, but also during adaptation and assessment.
3. Interim assessment within the probation period is no longer lost — for each candidate, it is visible whether it is scheduled, completed, or still pending.
4. It has become possible to analyze how many candidates successfully pass the trial day and probation period, and at which adaptation stage rejections occur most often.