Whether you’ve hired many people or just a few, having a hiring checklist can smooth and speed up the process—and ensure that steps are not overlooked.
Assess the position
- Determine whether you need to replace an existing position, revamp it or create an entirely new job.
- Meet with people in your organization to discuss responsibilities and qualifications for the position.
- Create a list of “required” and “preferred” qualifications. Clarify what experience and characteristics an ideal candidate would have.
- Write a Job Description which includes all the essential job responsibilities.
- Figure out a Benefits and Compensation for the position. Use our Labor Market Information to come up with a realistic wage for your locale.
Spread the word
- Post the job internally and on your company website.
- Notify staff that they’re welcome to apply.
- Ask employees to tell their friends, associates and contacts about the position and to recommend qualified candidates.
- Post it on professional- and industry association-related job posting boards.
- You can Post a Job on the state’s largest no-fee online job bank.
- Use online social media—Facebook and LinkedIn—to post the position. Consider job sites such as Indeed, Monster and Glassdoor, which have various free and paid options for employers.
- Talk with university career offices and post the position with them.
Screen candidates
- Set up a process for collecting resumes from various sources.
- Acknowledge receipt of all resumes.
- Attend Career Fairs and hiring events to meet prospective candidates.
- Filter and rank resumes based on job requirements and preferred qualifications.
- Develop questions for an initial pre-interview phone screening.
- Call candidates who appear to best meet the requirements.
Interview top applicants
- Develop a list of questions based on the job description.
- Include behavioral and open-ended questions.
- Call the top candidates and set up interview appointments.
- Come to the interview with information about your organization, its needs and values.
- Schedule additional rounds of interviews with whoever needs to be there.
- In group interviews, try to have a diverse panel of interviewers.
- Use a rating scale to help compare impressions and rank candidates.
- Tell candidates your timeline and hiring process so they know what to expect.
Extend an offer
- Discuss and determine whether any of the candidates meet the organization’s needs or whether you need to interview additional applicants or conduct a new search.
- Talk with your top candidate to gauge that person’s interest and salary expectations.
- If you can reach an agreement, make a job offer contingent on reference/background checks.
- Prepare a letter offering the position and the terms.
- Ask the candidate to formally accept the job by signing the offer.
- Agree on a start date.
- As a courtesy and an indicator of your organization’s values, let the other job applicants know the position has been filled.
Find out more about Recruiting and Welcoming Employees. Contact a CareerForce specialist for assistance.
