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]]. Each step is completed by a person, committee, or group, indicated in '''bold'''.
 
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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==Early stages (over a month in advance)==
 
==Early stages (over a month in advance)==
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Perform these steps as appropriate.  Some may be skipped because the position is not a new one.
 
# Perceive gaps in current staff coverage '''staff'''  
 
# 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]]'''''
 
#* ''If someone is doing a comparable job, get comments on current worker's performance and their opinions on the qualities needed  '''[[HR]]'''''
 
# Develop job description '''[[HR]]''' (work with whoever is/will be closest to that position)
 
# Develop job description '''[[HR]]''' (work with whoever is/will be closest to that position)
−
# Research the financial impact '''[[C7]]''' (confer with the board)
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# Research the financial impact (confer with the board)
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# Propose description(s) to council '''staff/[[C7]], [[council]]'''  
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# Propose description(s) to council '''staff/[[HR]], [[council]]'''  
 
#* ''Rework descriptions if necessary  '''staff/[[HR]]'''''
 
#* ''Rework descriptions if necessary  '''staff/[[HR]]'''''
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# Set timeframe for hiring and update the [[HR Calendar|wiki page]] '''HR'''
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# Set timeframe for hiring and update the [[HR Calendar]] '''HR'''
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# If hiring an intern, check the end-date of the internship to make sure it is not between Thanksgiving and January 15th.
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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.
  
 
==Suggested Timeline:==
 
==Suggested Timeline:==
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*'''Check staff meeting schedule! Make sure there is a staff meeting the week of interviews.'''
 
 
*Allow 4 weeks to hire a new person. Make sure the week of interviews is a week with a Friday staff meeting.
 
*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.
 
**Weeks 1 and 2: Post job. Leave open for 2 weeks.
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**Week 3: Close job. Thin resumes for one week. Choose applicants for interviews. Contact everyone not selected for an interview.
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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: Interviews. Try to have a recommendation for the Friday staff meeting.
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**Week 4: Continue interviews, if necessary, OR new person starts!
  
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==approximately 5-6 weeks in advance==
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==Approximately 1 week in advance==
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Form interview committee (''The HR committee proposes names to the staff collective.'').  The [[interview committee]] are responsible for the following:
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Form interview committee The [[interview committee]] are responsible for the following:
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* Post to Jobs webpage (ask a webadmin)
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* Post to Jobs webpage
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* Add a link on the main page
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* Add a link on the main page as a post
 
* Post to internal lists and bulletin boards  
 
* Post to internal lists and bulletin boards  
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* Post to external lists as decided by staff and/or council.
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* Post to external lists as decided by staff  
−
*''Places we've posted in the past: [[Where to post jobs]]''
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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
  
 
==After job posting, before deadline==
 
==After job posting, before deadline==
 
# Come up with important qualities and criteria for thinning/interviews '''[[interview committee]]/[[HR]]'''
 
# Come up with important qualities and criteria for thinning/interviews '''[[interview committee]]/[[HR]]'''
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# Collect emailed resumes '''[[interview committee]]'''
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# Collect resumes '''[[interview committee]]'''
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#* ''Respond, including an expected timeline''
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#* ''Respond, including an expected timeline if you haven't already provided this info''
 
#* ''Compile printed copies for staff review''
 
#* ''Compile printed copies for staff review''
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#* ''Update spreadsheet (in fgstaff directory; print applicant list for reception)''
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#* ''Update spreadsheet (in fgstaff directory)
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# Keep track of who's been on tours.  Due to the unique work environment that is Free Geek, applicants for collective positions are required to take the tour to be considered for an interview.  Suggested procedure for doing this is to require that applicants turn in a resume at the conclusion of their tour. The internship hiring committees may determine whether the tour is a requirement for internship applicants, but it should always be strongly encouraged in the job description. '''[[reception | front desk]]'''
 
 
# Create interview questions and email to staff for suggestions '''[[interview committee]]'''
 
# Create interview questions and email to staff for suggestions '''[[interview committee]]'''
 
#* ''Look over fgstaff/hiring/interviewquestions for reference''
 
#* ''Look over fgstaff/hiring/interviewquestions for reference''
 
#* ''School yourself on [http://www.usatoday.com/careers/resources/interviewillegal.htm what you shouldn't ask]''
 
#* ''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==
 
==At/after deadline==
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# Remove from jobs page '''ask a webadmin'''
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# Remove from jobs page  
 
# Remove internal hard copy job postings '''[[interview committee]]'''
 
# Remove internal hard copy job postings '''[[interview committee]]'''
 
# Read resumes and make recommendations '''[[interview committee]]'''
 
# Read resumes and make recommendations '''[[interview committee]]'''
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# Contact rejections '''[[interview committee]]'''
 
# Contact rejections '''[[interview committee]]'''
 
# Announce to internal lists/on webpage '''staff/webmin'''
 
# Announce to internal lists/on webpage '''staff/webmin'''
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# Is s/he First Aid or CPR certified? Let Action know.
 
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# Go through [[Orienting New Staff Members]]
 
 
# Pair new hire with a buddy '''[[HR]]'''
 
# Pair new hire with a buddy '''[[HR]]'''
 
# Determine necessary training '''staff'''
 
# Determine necessary training '''staff'''
 
# The [[buddy]]'s job begins. See the [[buddy]] page.
 
# The [[buddy]]'s job begins. See the [[buddy]] page.
  
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[[Category:HR]]
 
 
[[Category:Hiring]]
 
[[Category:Hiring]]
 
[[Category:Procedures]]
 
[[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"