Hiring Checklist

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)

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 C7 (confer with the board)
4. Propose description(s) to council staff/C7, council
   • Rework descriptions if necessary staff/HR
5. Set timeframe for hiring and update the wiki page HR
6. If hiring an intern, check the end-date of the internship to make sure it is not between Thanksgiving and January 15th.

Suggested Timeline:

• 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.
  • 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.
  • Week 4: Interviews. Try to have a recommendation for the Friday staff meeting.

Approximately 5-6 weeks in advance

Form interview committee (The HR committee proposes names to the staff collective.). The interview committee are responsible for the following:

• Post to Jobs webpage (ask a webadmin)
• Add a link on the main page
• Post to internal lists and bulletin boards
• Post to external lists as decided by staff and/or council.
• Places we've posted in the past: Where to post jobs

After job posting, before deadline

1. Come up with important qualities and criteria for thinning/interviews interview committee/HR
2. Collect emailed resumes interview committee
   • Respond, including an expected timeline
   • Compile printed copies for staff review
   • Update spreadsheet (in fgstaff directory; print applicant list for reception)
3. 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. front desk
4. 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

At/after deadline

1. Remove from jobs page ask a webadmin
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. Is s/he First Aid or CPR certified? Let Action know.
6. Go through Orienting New Staff Members
7. Pair new hire with a buddy HR
8. Determine necessary training staff
9. The buddy's job begins. See the buddy page.