Difference between revisions of "Hiring Checklist"

Latest revision as of 15:46, 21 March 2013

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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 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.

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
Develop job description HR (work with whoever is/will be closest to that position)
Research the financial impact (confer with the board)
Propose description(s) to council staff/HR, council
- Rework descriptions if necessary staff/HR
Set timeframe for hiring and update the HR Calendar HR
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

Come up with important qualities and criteria for thinning/interviews interview committee/HR
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)
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

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

Determine 1st choice staff
- If this is unclear, further interviews may be necessary.
Contact 1st choice, set start date interview committee
- Wait until we hear from them that they still want it, just in case!
Contact rejections interview committee
Announce to internal lists/on webpage staff/webmin
Pair new hire with a buddy HR
Determine necessary training staff
The buddy's job begins. See the buddy page.

@@ Line 1: / Line 1: @@
-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 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 [brackets].
+{{Delete}}
-# 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])
+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'''.
-# Develop job description [HR] (work with whoever is/will be closest to that position)
-# Research the financials [C7] (confer with the board and Agent of Corp)
+This process begins with and is followed by a hiring committee. It ends where the [[buddy]]'s job begins.
-# Propose description(s) to council [staff/C7, council] (if there are multiple possible positions being proposed, council will help determine priorities)
-# Rework descriptions if necessary [staff/HR]
+==Early stages (over a month in advance)==
-# Set timeframe for hiring [staff/HR]
+ Perform these steps as appropriate.  Some may be skipped because the position is not a new one.
-# Post to Jobs webpage [webmin]
+# Perceive gaps in current staff coverage '''staff'''
-# Post to internal lists and bulletin boards [staff/HR]
+#* ''If someone is doing a comparable job, get comments on current worker's performance and their opinions on the qualities needed  '''[[HR]]'''''
-# Activate jobs@ email alias to the job list [ass]
+# Develop job description '''[[HR]]''' (work with whoever is/will be closest to that position)
-# Post to external lists as decided by staff and/or council. Here are some places we've posted in the past:
+# Research the financial impact (confer with the board)
-#* CNRG (it's a yahoo group -- Laurel's a member)
+# Propose description(s) to council '''staff/[[HR]], [[council]]'''
-#* craigslist ( http://portland.craigslist.org/npo/ )
+#* ''Rework descriptions if necessary  '''staff/[[HR]]'''''
-#* PAWC ( pawc@lists.riseup.net )
+# Set timeframe for hiring and update the [[HR Calendar]] '''HR'''
-#* PCC & PSU ( look for career centers link )
+# If hiring an NPA, check the end-date of the apprenticeship to make sure (for example) it is not between Thanksgiving and January 15th.
-#* PLUG ( plug-jobs@pdxlinux.lists.org )
-#* IWW ( wobs@pdx.iww.org )
+==Suggested Timeline:==
-# Keep track of who's been on tours - for collective postions [staff]
+*Allow 4 weeks to hire a new person. Make sure the week of interviews is a week with a Friday staff meeting.
-# Collect emailed resumes [staff/HR]
+**Weeks 1 and 2: Post job. Leave open for 2 weeks.
-#* respond
+**Week 3: Close job. Thin resumes for one week. Choose applicants for interviews. Contact everyone not selected for an interview.  Do interviews
-#* compile printed copies
+**Week 4: Continue interviews, if necessary, OR new person starts!
-#* make extra printed copies for staff review
-#* create list
+==Approximately 1 week in advance==
-# Come up with important qualities and criteria for thinning/interviews [staff]
+Form interview committee The [[interview committee]] are responsible for the following:
-# Remove from jobs page/turn off jobs@ alias [webmin/ass]
+* Post to Jobs webpage
-# Remove internal hard copy job postings [thinning committee]
+* Add a link on the main page as a post
-# Form interview committee [HR/staff] (The HR committee proposes names to the staff collective)
+* Post to internal lists and bulletin boards
-# If there are more than 6 resumes, form thinning committee [HR/staff]
+* Post to external lists as decided by staff
-#* read resumes and makes recommendations [thinning comittee]
+*[[Where to post jobs]]
-#* staff has opportunity to review the resumes and add to the stack
+* 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
-# Email rejections to those thinned [thinning committee]
-# Create interview questions [staff]
+==After job posting, before deadline==
-# Schedule interviews [interview committee]
+# Come up with important qualities and criteria for thinning/interviews '''[[interview committee]]/[[HR]]'''
-# Present recommendations [interview committee]
+# Collect resumes '''[[interview committee]]'''
-# Determine 1st choice [staff]
+#* ''Respond, including an expected timeline if you haven't already provided this info''
-# Contact 1st choice, set start date [interview committee]
+#* ''Compile printed copies for staff review''
-# Contact rejections [interview committee]
+#* ''Update spreadsheet (in fgstaff directory)
-# Announce to internal lists/on webpage [staff/webmin]
+# Create interview questions and email to staff for suggestions '''[[interview committee]]'''
-# Have a [[New Collective Members Orientation]]
+#* ''Look over fgstaff/hiring/interviewquestions for reference''
-# Pair new hire with a buddy
+#* ''School yourself on [http://www.usatoday.com/careers/resources/interviewillegal.htm what you shouldn't ask]''
-# Determine necessary training [staff]
+#* ''Remember to explain our benefits package during the interview to insure candidates know what they'll get!''
-# Employment paperwork [C7/HR?]
+==At/after deadline==
+# 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==
+# Determine 1st choice '''staff'''
+#* ''If this is unclear, further interviews may be necessary.''
+# Contact 1st choice, set start date '''[[interview committee]]'''
+#* ''Wait until we hear from them that they still want it, just in case!''
+# Contact rejections '''[[interview committee]]'''
+# Announce to internal lists/on webpage '''staff/webmin'''
+# Pair new hire with a buddy '''[[HR]]'''
+# Determine necessary training '''staff'''
+# The [[buddy]]'s job begins. See the [[buddy]] page.
+[[Category:Hiring]]
+[[Category:Procedures]]