Hiring Checklist: How To Hire Your Next Employee

HTHYPNE_CHECKLIST

Liz Strikwerda

Content strategist and corporate blogger (2000+ posts). Her work has been featured on G2's Learning Hub, Human Resources Today, CloserIQ, Better Buys and over 500 business websites. She plays bluegrass mandolin and enjoys hiking in the red rock wilderness of southern Utah. Connect with me on LinkedIn

[et_pb_section fb_built=”1″ _builder_version=”3.22.3″][et_pb_row _builder_version=”3.25″ background_size=”initial” background_position=”top_left” background_repeat=”repeat”][et_pb_column type=”4_4″ _builder_version=”3.25″ custom_padding=”|||” custom_padding__hover=”|||”][et_pb_text _builder_version=”3.27.4″ background_size=”initial” background_position=”top_left” background_repeat=”repeat”]

Step #1: Create a Job Description

  • Get team input
  • In the job description, include the following:
    • Job location
    • Job title
    • List of job responsibilities
    • List of candidate requirements
    • List of desired candidate credentials
    • Statement about company and benefits
    • EEOC statement
  • Enter job description in ApplicantStack
  • Select the job owner and hiring manager in ApplicantStack
  • Create templates for candidate communications in ApplicantStack

Step #2: Pre-Screen Preparation

  • Based on the job requirements and qualifications, write your screening questions including knockouts
  • Create pre-screening questionnaire in ApplicantStack

Step #3: Post The Job

  • Determine if you want/need to post internally before online posting
  • Request employee referrals
  • Check your database for previous applicants
  • Decide which job boards to use
    • ApplicantStack integrates with CareerBuilder, Indeed, Monster, ZipRecruiter, Dice, Glassdoor, Juju, LinkedIn Limited Postings
  • Post to job boards
  • Post to careers page and social media sites

Step #4: Initial Screening

  • Sort on top scoring candidates first after initial screening
  • If few candidates make it through the knockouts, revisit your questions. Do you need to make them less restrictive?
  • For applicants not advancing to next level, determine which to save in your applicant database

Step #5: Schedule Interviews

  • Conduct phone interviews with selected candidates
  • Advance candidates for in-person interviews or video interviews
  • Set up your calendar
    • ApplicantStack integrates with Google and Office 365
  • Have interviewers block out slots on the calendar
  • Send interview request emails
  • Each candidate selects a mutually available date and time
  • Reserve rooms for interviews (if applicable)

Step #6: Collect Feedback

Step #7: Make a Selection

Step #8: Offer the Job

 

How To Hire Your Perfect Next Employee

How To Hire Your Perfect Next Employee Infographic

[/et_pb_text][/et_pb_column][/et_pb_row][/et_pb_section]

Simplify HR management today.

Simplify HR management today.

structured interviews

Why Structured Interviews are Critical [Win at Hiring in 2021]

March 25, 2021
Posted in ,

Updated March 25, 2021 What are Structured Interviews? A structured interview uses a uniform script of questions. As a result, the interviewer follows the same script for each candidate. To be effective, the questions should be chosen specifically for the job skills. In addition, you should have questions that identify behavioral attributes. In contrast, in…

Read More
healthcare hiring

Game On! Win at 2021 Healthcare Hiring

February 4, 2021
Posted in

Healthcare Hiring: Catch Top Talent With Our Essential Hiring Guide An explosion in healthcare hiring helped boost job gains to 174,000 in January 2021–more than triple original estimates. Clearly, healthcare employers are facing stiff competition. Need to win at healthcare hiring in 2021? We’ve got you covered with our in-depth hiring playbook. It’s designed for…

Read More
brand-workforce-shower

WorkforceHub takes care of business.

We’ll show you how.

Request a Demo

brand - dots