A Checklist for Success in Hiring Employees
Want to recruit and hire a superior workforce? This checklist for hiring employees will help you systematize your process for hiring, whether it s your first employee or one of many employees that you are hiring. This checklist helps you keep track of your recruiting efforts.
This hiring checklist communicates both the recruiting and the hiring process and progress in recruiting to the hiring manager.
Your feedback and comments are welcome to improve this checklist for hiring employees.
Checklist for Hiring Employees
- Determine the need for a new or replacement position.
- Think creatively about how to accomplish the work without adding staff (improve processes, eliminate work you don’t need to do, divide work differently, and so forth).
- Hold a recruiting planning meeting with the recruiter, the HR leader, the hiring manager, and, potentially, a coworker or internal customer.
- Develop and prioritize the key requirements needed for the position and the special qualifications, traits, characteristics, and experience you seek in a candidate. (These will assist your Human Resources department to write the classified ad; post the job online and on your website, and screen resultant resumes for potential candidate interviews.)
- With HR department assistance, develop the job description for the position.
- Determine the salary range for the position.
- Decide whether the department can afford to hire an employee to fill the position.
- Post the position internally on the job opportunities bulletin board in your lunchroom and on your company intranet for one week. If you anticipate having difficulty finding a qualified internal candidate for the position, then state in the posting that you are advertising the position externally at the same time.
- Send an all-company email to notify staff that a position has been posted and that you are hiring employees.
- All staff members should encourage talented, qualified, diverse internal candidates to apply for the position. (If you are the hiring supervisor, as a courtesy, let the current supervisor know if you are talking to his or her reporting staff member.)
- Interested internal candidates fill out the Internal Position Application.
- Schedule an interview, for internal candidates, with the hiring supervisor, the manager of the hiring supervisor or a customer of the position and HR. (In all cases, tell the candidates the timelines you anticipate the interview process will take.)
- Hold the interviews with each interviewer clear about their role in the interview process. (Cultural fit, technical qualifications, customer responsiveness, and knowledge are several of the screening responsibilities you may want your interviewers to assume.)
- Interviewers fill out the Job Candidate Evaluation Form.
- If no internal candidates are selected for the position, make certain that you clearly communicate with the applicants that they were not selected. Whenever possible, provide feedback that will help the employee continue to develop their skill and qualifications. Use this feedback as an opportunity to help the employee continue to grow their career.
- If an internal candidate is selected for the position, make a written job offer that includes the new job description and salary.
- Agree on a transition timeline with the internal candidate’s current supervisor.
- If you ve created another internal opening, begin again.
- End the search.
- If no qualified internal candidates apply, extend the search to external candidates, if you didn t advertise the position simultaneously. Develop your candidate pool of diverse applicants.
- Spread word-of-mouth information about the position s availability in your industry and to each employee’s social and real-world network of friends and associates.
- Network and post jobs on online social media sites such as Twitter and LinkedIn. Ask your employees to publicize the position through their online social media networks.
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