HR hiring workflow for Tallyfy

Run consistent interviews that lead to better hires

Inconsistent interviews lead to bad hires. Different interviewers ask different questions, evaluations stay subjective, and good candidates slip away while you deliberate. This workflow brings structure from job posting to final offer.

11 steps

3 fields

Import into Tallyfy Preview steps

Human Resources hiring

Run this workflow in Tallyfy

Import this template into Tallyfy and assign HR coordinators, hiring managers, and interviewers to their respective steps

Customize the position, department, and job description kickoff fields in Tallyfy to capture role-specific requirements at the start

Track each candidate through screening, scheduling, interviews, and evaluation in Tallyfy's real-time view so no one gets stuck waiting

Import this template into Tallyfy

Process steps

Writing job description

5 days from previous step

task

Posting a job

5 days from previous step

task

Schedule interviews

5 days from previous step

task

Conduct preliminary interviews

5 days from previous step

task

Conduct in-person interviews

5 days from previous step

task

Candidate follow up and make hire

5 days from previous step

task

Screen applications

1 day from previous step

task

Review resumes against job requirements. Look for relevant experience, skills match, and career progression that makes sense. Create a shortlist of candidates worth interviewing. Do not waste time on obvious mismatches. A quick phone screen can save hours of in-person interviews.

Schedule interviews

1 day from previous step

task

Coordinate calendars across everyone who needs to participate. Give candidates options and confirm logistics - location, parking, video link, whatever applies. Send them an agenda so they know what to expect. Respect their time by being organized.

Conduct interviews

1 day from previous step

task

Have a structured interview plan with consistent questions. Let the candidate talk more than you do. Take notes during or immediately after. Evaluate against predetermined criteria, not gut feeling. Multiple interviewers reduce bias - compare notes afterward.

Evaluate and decide

1 day from previous step

task

Gather feedback from all interviewers and discuss. Score candidates against your criteria. Make a decision - do not let good candidates sit while you overthink. If you need more information, ask for references or schedule another round. Indecision loses good people.

Close out the process

1 day from previous step

task

Make your offer to the chosen candidate quickly. Communicate with unsuccessful candidates - they may be right for future roles and they definitely talk to other potential candidates. Document your evaluation rationale in case of questions later. Update your recruiting pipeline.