#1 - Centralize standards, not decisions.
Provide a common foundation every Hiring Manager can apply: shared scorecards, common evaluation criteria, structured interview guides, and aligned job briefs. Hiring Managers still make the final decision, but based on the same benchmarks. Immediate effects: faster, more comparable, and easier-to-explain decisions.
#2 - Unify your digital stack and ensure continuous training.
Use digital tools (ATS, AI agents, assessments) to streamline communication and centralize all candidate data, while keeping every step traceable!
Example: Your ATS can be configured consistently (stages, tags, naming conventions) and assessments (like AssessFirst 😇) directly integrated into the ATS!
But having the tool isn’t enough: schedule micro-trainings (30–45 min) and build an internal ambassador network to reinforce good practices and avoid losing candidates due to friction or oversight!
#3 - Mix national and local sourcing, and measure what truly brings candidates.
Post each job across multiple platforms: job boards (national + regional), social networks (local pages and groups), territory-specific sites, and your career page—this is where candidates find you.
At the same time, boost local referrals and formalize partnerships with state employment agencies, local missions, schools, associations: one dedicated contact per site and a monthly check-in is enough to bring in profiles. Track the origin of every application (tracked link + note in the ATS) to know what works at each site and double down on the most effective channels!
#4 - Localize the candidate experience without diluting the brand.
Allow job postings to be adapted to local language and benefits (mobility, perks, team culture), while maintaining a unified employer brand look and messaging.
In the process itself, combine in-person and video interviews depending on mobility constraints—but always keep the same structured interview framework. This creates a candidate experience that feels familiar, recognizable, yet rooted in local realities.
#5 - Harmonize practices without slowing down local agility.
In a multi-site network, what makes the difference is learning from each other. Schedule regular sharing moments: seminars, cross-site workshops, internal newsletters… to spread what’s really working on the ground.
But sharing doesn’t mean random piloting. Put in place common KPIs across all sites (conversion rates, time-to-hire, manager satisfaction). These act as a compass to identify what should be replicated and what needs adjusting.
#6 - Ensure fairness and stay compliant.
The more decentralized you are, the higher the risk of disparities. To avoid gaps (and unpleasant legal surprises), keep central HR oversight on key stages: final hiring validation, process compliance, practice monitoring.
On the ground, train teams on non-discrimination and equal opportunity rules. Every Hiring Manager should know the limits and how to guarantee fair selection everywhere, every time.
#7 - Create a continuous feedback loop with Hiring Managers.
Set up a regular feedback system where Hiring Managers can share obstacles, suggest improvements, and test new recruitment tools or methods.
For example, after each recruitment cycle, run a short, hands-on debrief to identify friction points together, measure satisfaction, and adjust the process if needed. Highlight contributions that helped improve practices.
This way, managers will feel heard, involved, and become true ambassadors of the process.