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A Checklist for Success in Hiring Employees
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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 employees, whether it`s your first employee or one of many employees you are hiring. This hiring employees checklist helps you keep track of your recruiting efforts. This hiring employees 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, etc.).
* 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 from 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 Web site; 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 hiring employees to fill the position.
* Post the position internally on the "Job Opportunities” bulletin board for one week. If you anticipate difficulty finding a qualified internal candidate for the position, 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 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. (Culture 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 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 availability in your industry and to each employee’s network of friends and associates.
* Place a classified ad in newspapers with a delivery reach that will create a diverse candidate pool.
* Recruit online. Post the classified ad on jobs and newspaper-related websites including the company website.
* Post the position on professional association websites.
* Talk to university career centers.
* Contact temporary help agencies.
* Brainstorm other potential ways to locate a well-qualified pool of candidates for each position.
* Through your recruiting efforts, you`ve developed a pool of candidates. People are applying for your open job. Whether you have developed a candidate pool in advance of the job opening or you are searching from scratch, the development of a qualified pool of candidates is crucial.
* Send postcards or emails to each applicant to acknowledge receipt of the resume. (State that if the candidate appears to be a good match for the position, relative to your other applicants, you will contact them to schedule an interview. If not, you will keep their application/resume on file for a year in case other opportunities arise.)
Source:
http://humanresources.about.com/cs/selectionstaffing/a/hiringchecklist.htm
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, etc.).
* 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 from 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 Web site; 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 hiring employees to fill the position.
* Post the position internally on the "Job Opportunities” bulletin board for one week. If you anticipate difficulty finding a qualified internal candidate for the position, 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 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. (Culture 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 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 availability in your industry and to each employee’s network of friends and associates.
* Place a classified ad in newspapers with a delivery reach that will create a diverse candidate pool.
* Recruit online. Post the classified ad on jobs and newspaper-related websites including the company website.
* Post the position on professional association websites.
* Talk to university career centers.
* Contact temporary help agencies.
* Brainstorm other potential ways to locate a well-qualified pool of candidates for each position.
* Through your recruiting efforts, you`ve developed a pool of candidates. People are applying for your open job. Whether you have developed a candidate pool in advance of the job opening or you are searching from scratch, the development of a qualified pool of candidates is crucial.
* Send postcards or emails to each applicant to acknowledge receipt of the resume. (State that if the candidate appears to be a good match for the position, relative to your other applicants, you will contact them to schedule an interview. If not, you will keep their application/resume on file for a year in case other opportunities arise.)
Source:
http://humanresources.about.com/cs/selectionstaffing/a/hiringchecklist.htm
