What this template covers
The diagram guides the recruiting team through the following stages:- Job opening — Formalizing the role, getting headcount approval, and publishing the job description.
- Sourcing — Attracting candidates through job boards, referrals, LinkedIn outreach, and recruiter networks.
- Screening — Reviewing applications and conducting initial recruiter screens to assess basic fit.
- Interviews — Coordinating and running structured interviews with the hiring manager and relevant team members.
- Assessment and decision — Consolidating interview feedback and making a hire or no-hire decision.
- Offer — Preparing, negotiating, and extending the formal offer letter.
- Onboarding handoff — Transferring the accepted candidate to HR to begin the onboarding process.
Template details
| Field | Value |
|---|---|
| Category | Human Resources |
| Complexity | Advanced |
| Elements | 30 |
| Format | BPMN 2.0 |
Use cases
This template is a strong starting point whenever you need to:- Standardize the recruitment process so every role is filled through the same structured, fair sequence of steps.
- Reduce time-to-hire by identifying delays in the pipeline and optimizing handoffs between recruiters, interviewers, and decision-makers.
- Align HR and hiring managers on who owns each step, what criteria are used at each gate, and how feedback is collected and shared.
- Document the process for compliance in regulated industries where equal opportunity and non-discrimination standards require an auditable hiring trail.
Get started
Open the Hiring Process template directly in the Just Flow It editor: Open Hiring Process template →Viewing the template is free. To edit or export, sign in to your Just Flow It account — the free plan is enough to get started.
Customize with AI
Once the template is open in the editor, describe your changes in plain language and the AI will update the diagram for you. Here are some prompts to try:Add a technical assessment
“Add a take-home technical assessment step between the recruiter screen and the hiring manager interview.”
Include a panel interview stage
“Add a panel interview stage with a parallel review task for each panel member before the debrief.”
Add a background check gate
“Add a background and reference check step after the offer is accepted but before onboarding begins.”
Handle offer negotiation
“Add a negotiation loop to the offer stage so the recruiter can revise terms and resubmit for approval before re-extending the offer.”