Candidate Prioritization Project Template

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Enhance your recruitment process by prioritizing candidates based on urgency and importance using this comprehensive template. Designed specifically for the fast-paced e-commerce industry, this guide helps you quickly identify and recruit top talent.

Follow the step-by-step tasks from identifying key vacancies to onboarding new hires, ensuring an efficient and effective allocation of resources to the most promising applicants.

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Candidate Prioritization Project for Priority Matrix

Candidate Prioritization Project in Priority Matrix

Prioritize candidates to efficiently fill urgent job vacancies in the competitive e-commerce industry.

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Proposed Tasks

High Urgency, High Importance

  • Identify Key Vacancies - due in 1 week
    ☐ Identify the key positions that need to be filled urgently ☐ Understand the job roles and requirements ☐ Formulate a list of desired skills and qualifications
  • Source Candidates - due in 2 weeks
    ☐ Advertise the vacancies ☐ Source candidates through job portals, recruitment agencies, and referrals ☐ Collect and organize resumes
  • Preliminary Screening - due in 3 weeks
    ☐ Screen resumes based on the job requirements and qualifications ☐ Shortlist candidates for interviews

Low Urgency, High Importance

  • Conduct Interviews - due in 1 month
    ☐ Schedule and conduct interviews ☐ Assess the candidates' skills, experience, and cultural fit
  • Rank Candidates - due in 5 weeks
    ☐ Rank candidates based on their interviews, skills, and experience ☐ Consider the urgency and importance of the vacancies

High Urgency, Low Importance

  • Background Checks - due in 6 weeks
    ☐ Conduct background checks on the top-ranked candidates ☐ Verify their qualifications and references
  • Job Offers - due in 7 weeks
    ☐ Prepare job offers for the top candidates ☐ Negotiate salary and benefits ☐ Send out the job offers

Low Urgency, Low Importance

  • Onboarding - due in 2 months
    ☐ Prepare onboarding materials and schedule ☐ Conduct onboarding sessions for the new hires
  • Performance Monitoring - due in 3 months
    ☐ Monitor the new hires' performance ☐ Provide feedback and support as needed
  • Continuous Improvement - due in 4 months
    ☐ Review the recruitment process ☐ Identify areas for improvement ☐ Implement changes to improve efficiency and effectiveness