Future Hiring

Future hiring is the process of preparing early talent, work-seekers or re-skillers for the hiring process. The Covid-19 pandemic has impacted the labour market more than ever. The pandemic has created a greater need to upskill and reskill the existing workforce and work-seekers to keep up with the job market. The early talent labour market is competitive, giving rise to new expectations of skillsets and abilities set by employers. However, this is not being communicated clearly nor taught in universities causing graduates to feel insecure in their abilities to secure a job opportunity.
The Better Hiring Institute campaigns for a Faster, Fairer and Safer process for hiring whereby, all work seekers are confident in going through the hiring process with the necessary resources.


Pre-hiring is the first initial stage of the recruitment process. Within this stage organisations will identity a need for a vacancy. The hiring manager will need to conduct a job analysis and create a candidate profile for the role. They will obtain approval from HR to recruit for this vacancy. Once approval has been granted, the team can proceed in drafting a job description and advertising the vacancy.Hiring a unsuitable candidate can be very expensive for an employer, the pre-hiring stage helps them to clearly define and identify qualified candidates in the hiring process. However, there are fundamental cracks within the pre-hiring process that need addressing and changing.


The Hiring stage is the second stage of the recruitment process. Within this stage, companies will create an application form for the candidate to fill out. This may be a traditional informational based form, a CV and cover letter or an application form that covers competency-based questions. The format is solely dependent on each organisation.
Once all the applications are received, the team will sift through them and identify candidates, who match the criteria set out in the pre-hiring process. Candidates may be asked to undergo a series of psychometric tests for further sifting.  This then creates a shortlist for interviewing candidates. They may be asked to conduct a series of interviews such as telephone, video, group and one to one interview. If they are successful within this stage, the employer will make an offer of employment to the candidate.


The final stage of the recruitment process is Onboarding. Once, the candidate accepts the job offer and has signed the contract of employment, the onboarding process takes place. Within, this stage the employer will conduct background checks such as, Right to work, referencing, educational credentials, social media check, criminal record and credit checks. Background checks are carried out after the candidate accepts the job offer as this saves the employer time and resources.

The Better Hiring Institute is a social enterprise created between government and industry to drive change in the post-Covid labour market, emphasising helping workers and organisations flourish after lockdown. The Better Hiring Institute has an advisory board featuring DBS, Cifas, NHS, DCMS, FSB, Reed Screening, and Universities. It also has industry subcommittees consisting of well-known employers that between them cover 80% of the UK’s workforce.

The Blueprint is a living document owned and updated by the Better Hiring Institute’s consortium of experts across multiple sectors, employers, and government. It is designed to show what change is required within hiring to drive the levelling up agenda and help organisations bounce back better after the pandemic. It is divided into four pillars, Future Hiring, Pre-Hiring, Hiring, and Onboarding. Each pillar is split into one-page sections of the component parts of the hiring process. Therefore, it can be seen as an overall manifesto or as a specific topic within the hiring process as stand-alone.
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