Difference between revisions of "Hiring Checklist"

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This checklist is the current procedure for hiring new staff (interns and collective members at Free Geek). It should be implemented in the context of the [[Hiring Policy]]. The HR committee appoints a [[hiring shepherd]] for each hiring to make certain that everything is done on time and according to policy. Each step is completed by a person, committee, or group, indicated in ''italics''.
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{{Delete}}
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This checklist is the current procedure for hiring new staff (interns and collective members at Free Geek). It should be implemented in the context of the [[Hiring Policy]]. Each step is completed by a person, committee, or group, indicated in '''bold'''.
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This process begins with and is followed by a hiring committee. It ends where the [[buddy]]'s job begins.
  
 
==Early stages (over a month in advance)==
 
==Early stages (over a month in advance)==
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# Perceive gaps in current staff coverage ''staff''  
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Perform these steps as appropriate.  Some may be skipped because the position is not a new one.
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#* If someone is doing a comparable job, get comments on current worker's performance and their opinions on the qualities needed ''HR''
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# Perceive gaps in current staff coverage '''staff'''  
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# Develop job description ''[[HR]]'' (work with whoever is/will be closest to that position)
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#* ''If someone is doing a comparable job, get comments on current worker's performance and their opinions on the qualities needed '''[[HR]]'''''
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# Research the financials ''C7'' (confer with the board and Agent of Corp)
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# Develop job description '''[[HR]]''' (work with whoever is/will be closest to that position)
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# Propose description(s) to council ''staff/C7, [[council]]''  
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# Research the financial impact (confer with the board)
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#* if there are multiple possible positions being proposed, council will help determine priorities
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# Propose description(s) to council '''staff/[[HR]], [[council]]'''  
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#* Rework descriptions if necessary ''staff/HR''
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#* ''Rework descriptions if necessary '''staff/[[HR]]'''''
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# Set timeframe for hiring and update the [[Hiring and Job Calendar|wiki page]] ''staff/HR''
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# Set timeframe for hiring and update the [[HR Calendar]] '''HR'''
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==A month in advance (or two to three weeks before application deadline)==
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# If hiring an NPA, check the end-date of the apprenticeship to make sure (for example) it is not between Thanksgiving and January 15th.
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# Post to Jobs webpage ''webmin''
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# Post to internal lists and bulletin boards ''staff/HR''
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==Suggested Timeline:==
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# Activate jobs@ email alias to the job list ''ass''
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*Allow 4 weeks to hire a new person. Make sure the week of interviews is a week with a Friday staff meeting.
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# Post to external lists as decided by staff and/or council. ''staff''
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**Weeks 1 and 2: Post job. Leave open for 2 weeks.
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#* Places we've posted in the past: [[Where to post jobs]]
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**Week 3: Close job. Thin resumes for one week. Choose applicants for interviews. Contact everyone not selected for an interview.  Do interviews
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**Week 4: Continue interviews, if necessary, OR new person starts!
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==Approximately 1 week in advance==
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Form interview committee The [[interview committee]] are responsible for the following:
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* Post to Jobs webpage
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* Add a link on the main page as a post
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* Post to internal lists and bulletin boards  
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* Post to external lists as decided by staff  
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*[[Where to post jobs]]
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* If special instructions are needed for Front Desk workers (i.e. handing out materials, applicant signatures, collecting resumes, etc.), then communicate this clearly to them and to the Office Coordinator
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==After job posting, before deadline==
 
==After job posting, before deadline==
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# Form interview committee ''HR/staff''
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# Come up with important qualities and criteria for thinning/interviews '''[[interview committee]]/[[HR]]'''
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#* The HR committee proposes names to the staff collective.
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# Collect resumes '''[[interview committee]]'''
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# If there are more than 6 resumes (or other obvious reasons for thinning) form [[thinning committee]] ''HR/staff''
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#* ''Respond, including an expected timeline if you haven't already provided this info''
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# Come up with important qualities and criteria for thinning/interviews ''staff''
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#* ''Compile printed copies for staff review''
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# Collect emailed resumes ''staff/HR''
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#* ''Update spreadsheet (in fgstaff directory)
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#* respond
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# Create interview questions and email to staff for suggestions '''[[interview committee]]'''
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#* compile printed copies
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#* ''Look over fgstaff/hiring/interviewquestions for reference''
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#* update spreadsheet
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#* ''School yourself on [http://www.usatoday.com/careers/resources/interviewillegal.htm what you shouldn't ask]''
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# Keep track of who's been on tours ''reception''
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#* ''Remember to explain our benefits package during the interview to insure candidates know what they'll get!''
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# Create interview questions [staff]
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==At/after deadline==
 
==At/after deadline==
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# Remove from jobs page ''webmin''
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# Remove from jobs page  
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# Turn off jobs@ alias ''ass''
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# Remove internal hard copy job postings '''[[interview committee]]'''
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# Remove internal hard copy job postings ''[[thinning committee]]''
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# Read resumes and make recommendations '''[[interview committee]]'''
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# Read resumes and make recommendations ''[[thinning comittee]]''
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#* ''Staff has opportunity to review the resumes and add to the stack''
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#* Staff has opportunity to review the resumes and add to the stack
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# Email rejections to those thinned '''[[interview committee]]'''
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# Email rejections to those thinned ''[[thinning committee]]''
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# Schedule interviews '''[[interview committee]]'''
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# Schedule interviews ''[[interview committee]]''
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# Present recommendations '''[[interview committee]]'''
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# Present recommendations ''[[interview committee]]''
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==Decision day and beyond==
 
==Decision day and beyond==
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# Determine 1st choice ''staff''
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# Determine 1st choice '''staff'''
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#* If this is unclear, further interviews may be necessary.
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#* ''If this is unclear, further interviews may be necessary.''
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# Contact 1st choice, set start date ''interview committee''
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# Contact 1st choice, set start date '''[[interview committee]]'''
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#* wait until we hear from them that they still want it, just in case!
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#* ''Wait until we hear from them that they still want it, just in case!''
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# Contact rejections ''interview committee''
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# Contact rejections '''[[interview committee]]'''
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# Announce to internal lists/on webpage ''staff/webmin''
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# Announce to internal lists/on webpage '''staff/webmin'''
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# Have a [[New Collective Members Orientation]]
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# Pair new hire with a buddy '''[[HR]]'''
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# Pair new hire with a buddy
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# Determine necessary training '''staff'''
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# Determine necessary training [staff]
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# The [[buddy]]'s job begins. See the [[buddy]] page.
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# Employment paperwork [C7/HR?]
 
  
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[[Category:HR]]
 
 
[[Category:Hiring]]
 
[[Category:Hiring]]
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[[Category:Procedures]]

Latest revision as of 15:46, 21 March 2013

deletion

This page has been requested to be deleted.
If you disagree, discuss on the talk page.
Whenever possible, could an Admin please remove this page?


This checklist is the current procedure for hiring new staff (interns and collective members at Free Geek). It should be implemented in the context of the Hiring Policy. Each step is completed by a person, committee, or group, indicated in bold.

This process begins with and is followed by a hiring committee. It ends where the buddy's job begins.

Early stages (over a month in advance)

Perform these steps as appropriate.  Some may be skipped because the position is not a new one.
  1. Perceive gaps in current staff coverage staff
    • If someone is doing a comparable job, get comments on current worker's performance and their opinions on the qualities needed HR
  2. Develop job description HR (work with whoever is/will be closest to that position)
  3. Research the financial impact (confer with the board)
  4. Propose description(s) to council staff/HR, council
    • Rework descriptions if necessary staff/HR
  5. Set timeframe for hiring and update the HR Calendar HR
  6. If hiring an NPA, check the end-date of the apprenticeship to make sure (for example) it is not between Thanksgiving and January 15th.

Suggested Timeline:

  • Allow 4 weeks to hire a new person. Make sure the week of interviews is a week with a Friday staff meeting.
    • Weeks 1 and 2: Post job. Leave open for 2 weeks.
    • Week 3: Close job. Thin resumes for one week. Choose applicants for interviews. Contact everyone not selected for an interview. Do interviews
    • Week 4: Continue interviews, if necessary, OR new person starts!

Approximately 1 week in advance

Form interview committee The interview committee are responsible for the following:

  • Post to Jobs webpage
  • Add a link on the main page as a post
  • Post to internal lists and bulletin boards
  • Post to external lists as decided by staff
  • Where to post jobs
  • If special instructions are needed for Front Desk workers (i.e. handing out materials, applicant signatures, collecting resumes, etc.), then communicate this clearly to them and to the Office Coordinator

After job posting, before deadline

  1. Come up with important qualities and criteria for thinning/interviews interview committee/HR
  2. Collect resumes interview committee
    • Respond, including an expected timeline if you haven't already provided this info
    • Compile printed copies for staff review
    • Update spreadsheet (in fgstaff directory)
  3. Create interview questions and email to staff for suggestions interview committee
    • Look over fgstaff/hiring/interviewquestions for reference
    • School yourself on what you shouldn't ask
    • Remember to explain our benefits package during the interview to insure candidates know what they'll get!

At/after deadline

  1. Remove from jobs page
  2. Remove internal hard copy job postings interview committee
  3. Read resumes and make recommendations interview committee
    • Staff has opportunity to review the resumes and add to the stack
  4. Email rejections to those thinned interview committee
  5. Schedule interviews interview committee
  6. Present recommendations interview committee

Decision day and beyond

  1. Determine 1st choice staff
    • If this is unclear, further interviews may be necessary.
  2. Contact 1st choice, set start date interview committee
    • Wait until we hear from them that they still want it, just in case!
  3. Contact rejections interview committee
  4. Announce to internal lists/on webpage staff/webmin
  5. Pair new hire with a buddy HR
  6. Determine necessary training staff
  7. The buddy's job begins. See the buddy page.
Retrieved from "http://wiki.freegeek.org/index.php?title=Hiring_Checklist&oldid=66692"