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 worker's performance and their opinions on the qualities needed [HR])
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{{Delete}}
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# Develop job description [HR] (work with whoever is/will be closest to that position)
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# Research the financials [C7] (confer with the board and Agent of Corp)
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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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# 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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# Rework descriptions if necessary [staff/HR]
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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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# Set timeframe for hiring [staff/HR]
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# Post to Jobs webpage [webmin]
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==Early stages (over a month in advance)==
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# Post to internal lists and bulletin boards [staff/HR]
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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 external lists (CNRG, craigslist, other) - for collective positions [staff, council]
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# Perceive gaps in current staff coverage '''staff'''
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# Activate jobs@ email address [ass]
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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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# Collect emailed resumes [staff/HR]
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# Develop job description '''[[HR]]''' (work with whoever is/will be closest to that position)
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#* respond
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# Research the financial impact (confer with the board)
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#* compile printed copies
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# Propose description(s) to council '''staff/[[HR]], [[council]]'''
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#* make extra printed copies for staff review
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#* ''Rework descriptions if necessary '''staff/[[HR]]'''''
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#* create list
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# Set timeframe for hiring and update the [[HR Calendar]] '''HR'''
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# Keep track of who's been on tours - for collective postions [staff]
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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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# Come up with important qualities and criteria for thinning/interviews [staff]
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# Remove from jobs page/turn off jobs@ address [webmin/ass]
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==Suggested Timeline:==
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# Remove internal hard copy job postings [thinning committee]
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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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# Form interview committee [staff]
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**Weeks 1 and 2: Post job. Leave open for 2 weeks.
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# If there are more than 6 resumes, form thinning 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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#* read resumes and makes recommendations [thinning comittee]
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**Week 4: Continue interviews, if necessary, OR new person starts!
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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 [thinning committee]
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==Approximately 1 week in advance==
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# Create interview questions [staff]
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Form interview committee The [[interview committee]] are responsible for the following:
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# Schedule interviews [interview committee]
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* Post to Jobs webpage
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# Present recommendations [interview committee]
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* Add a link on the main page as a post
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# Determine 1st choice [staff]
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* Post to internal lists and bulletin boards  
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# Contact 1st choice, set start date [interview committee]
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* Post to external lists as decided by staff
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# Contact rejections [interview committee]
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*[[Where to post jobs]]
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# Announce to internal lists/on webpage [staff/webmin]
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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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# Determine necessary training [staff]
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# Employment paperwork [C7?]
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==After job posting, before deadline==
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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''
 +
#* ''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!''
 +
 
 +
==At/after deadline==
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# Remove from jobs page  
 +
# Remove internal hard copy job postings '''[[interview committee]]'''
 +
# 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]]'''
 +
#* ''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"