Difference between revisions of "Hiring Checklist"

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# Perceive gaps in current staff coverage [staff] (If someone is doing a comparable job, get comments on current
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{{Delete}}
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worker's performance and their opinions on the qualities needed [HR])
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# Develop job description [HR] (work with whoever is/will be closest to that position)
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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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# Research the financials [C7] (confer with the board and Agent of Corp)
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# Propose description(s) to council [staff/C7, council] (if there are multiple possible positions being proposed, council will help determine priorities)
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This process begins with and is followed by a hiring committee. It ends where the [[buddy]]'s job begins.
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# Rework descriptions if necessary [staff/HR]
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# Set timeframe for hiring [staff/HR]
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==Early stages (over a month in advance)==
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# Post to Jobs webpage [webmin]
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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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# Post to internal lists and bulletin boards [staff/HR]
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# Perceive gaps in current staff coverage '''staff'''
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# Post to external lists (CNRG, craigslist, other) - for collective positions [staff, council]
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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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# Activate jobs@ email address [ass]
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# Develop job description '''[[HR]]''' (work with whoever is/will be closest to that position)
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# Collect emailed resumes [staff/HR]
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# Research the financial impact (confer with the board)
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* respond
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# Propose description(s) to council '''staff/[[HR]], [[council]]'''
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* compile printed copies
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#* ''Rework descriptions if necessary '''staff/[[HR]]'''''
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* make extra printed copies for staff review
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# Set timeframe for hiring and update the [[HR Calendar]] '''HR'''
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* create list
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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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# Keep track of who's been on tours - for collective postions [staff]
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# Come up with important qualities and criteria for thinning/interviews [staff]
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==Suggested Timeline:==
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# Remove from jobs page/turn off jobs@ address [webmin/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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# Remove internal hard copy job postings [thinning committee]
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**Weeks 1 and 2: Post job. Leave open for 2 weeks.
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# Form interview committee [staff]
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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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# If there are more than 6 resumes, form thinning committee [staff]
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**Week 4: Continue interviews, if necessary, OR new person starts!
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* read resumes and makes recommendations [thinning comittee]
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* staff has opportunity to review the resumes and add to the stack
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==Approximately 1 week in advance==
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# Email rejections to those thinned [thinning committee]
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Form interview committee The [[interview committee]] are responsible for the following:
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# Create interview questions [staff]
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* Post to Jobs webpage
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# Schedule interviews [interview committee]
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* Add a link on the main page as a post
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# Present recommendations [interview committee]
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* Post to internal lists and bulletin boards  
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# Determine 1st choice [staff]
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* Post to external lists as decided by staff
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# Contact 1st choice, set start date [interview committee]
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*[[Where to post jobs]]
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# Contact rejections [interview committee]
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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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# Announce to internal lists/on webpage [staff/webmin]
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# Determine necessary training [staff]
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==After job posting, before deadline==
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# Employment paperwork [C7?]
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# Come up with important qualities and criteria for thinning/interviews '''[[interview committee]]/[[HR]]'''
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# Collect resumes '''[[interview committee]]'''
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#* ''Respond, including an expected timeline if you haven't already provided this info''
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#* ''Compile printed copies for staff review''
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#* ''Update spreadsheet (in fgstaff directory)
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# Create interview questions and email to staff for suggestions '''[[interview committee]]'''
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#* ''Look over fgstaff/hiring/interviewquestions for reference''
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#* ''School yourself on [http://www.usatoday.com/careers/resources/interviewillegal.htm what you shouldn't ask]''
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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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==At/after deadline==
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# Remove from jobs page  
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# Remove internal hard copy job postings '''[[interview committee]]'''
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# Read resumes and make recommendations '''[[interview committee]]'''
 +
#* ''Staff has opportunity to review the resumes and add to the stack''
 +
# Email rejections to those thinned '''[[interview committee]]'''
 +
# Schedule interviews '''[[interview committee]]'''
 +
# Present recommendations '''[[interview committee]]'''
 +
 
 +
==Decision day and beyond==
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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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# 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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# Contact rejections '''[[interview committee]]'''
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# Announce to internal lists/on webpage '''staff/webmin'''
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# Pair new hire with a buddy '''[[HR]]'''
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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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[[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"