Phase 1: Align stakeholders
Start with recruiting, hiring managers, and legal or HR partners on goals, fairness expectations, and where AI fits in the funnel. Agree on which roles pilot first — usually high-volume or hard-to-fill positions where speed and consistency matter most.
Document decision rights upfront: who configures question sets, who approves scoring rubrics, and how candidate data is stored and retained. Early alignment prevents rollout friction later.
Phase 2: Configure roles and questions
Define competencies, question sets, and scoring priorities per role family. JobHive generates adaptive follow-ups while keeping evaluation dimensions stable across candidates.
- Pick 1–2 pilot roles with clear success metrics and an engaged hiring manager
- Draft candidate-facing instructions, FAQs, and branded email templates
- Train recruiters on sharing links, monitoring completion, and reading evaluations
- Set up internal review workflow before candidates receive live interview invites
Phase 3: Launch and iterate
Run the pilot for four to six weeks. Review shortlist quality, candidate feedback, and hiring manager satisfaction weekly. Capture what worked — question wording, rubric weights, communication templates — so enablement scales across the wider team.
Scaling beyond the pilot
Once pilot metrics hit targets, expand to adjacent role families and document a playbook: configuration checklist, training deck, and FAQ for hiring managers. Assign an internal champion to field questions during the first month of each new rollout.
Book a JobHive demo to map your specific roles, integrations, and compliance requirements before launch.