Difference between revisions of "Talk:Hiring Checklist"

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Does this checklist apply to new [[Staff Collective|collective members]], [[paid interns|exploratory interns, job experience interns]], and [[contractor]]s? I assume it does not apply to [[temporary workers]], as that would undermine the whole purpose of category. I know it was written with hiring for a collective position in mind, (gorsh, how could i possibly know *that*?) and can be/has been used for hiring interns. I don't know about contractors, that seems much more murky.  --[[User:Ideath|Ideath]] 15:44, 29 September 2006 (PDT)
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Ali & Laurel do the Build Program Coord hiring
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:It does apply to collective members and mostly to the paid interns as well (with some slight changes -- i.e. we usually ask for an essay about why a job experience intern wants the job rather than a resume). It doesn't apply to temp workers, for the obvious reasons. The contractors covered in the [[Staff Contracting Policy]] were folks working on a certain type of project. I suppose the size and scope of the project would play into whether we go into all that trouble or not. Normally (i.e. outside of Free Geek) contracting is dealt with via a bidding process, where the job is defined and various folks write out how much they can do what for and then the bids are compared. We might want to pursue something like that for traditional contractors.
 
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:NOTE: A lot of positions we're probably thinking about aren't contractors in the same way we previously defined them. See [[Talk:Contractor]] for a related note. [[User:Rfs|RfS]] 09:16, 30 September 2006 (PDT)
 
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=Hardware Donations Intern=
 
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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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==Early stages (over a month in advance)==
 
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# Perceive gaps in current staff coverage '''staff'''
 
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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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# Develop job description '''[[HR]]''' (work with whoever is/will be closest to that position)
 
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# Research the financial impact '''[[C7]]''' (confer with the board)
 
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# Propose description(s) to council '''staff/[[C7]], [[council]]'''
 
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#* ''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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# If hiring an intern, check the end-date of the internship to make sure it is not between Thanksgiving and January 15th.
 
  
 
==A month in advance (or two to three weeks before application deadline)==
 
==A month in advance (or two to three weeks before application deadline)==
 
Form interview committee (''The HR committee proposes names to the staff collective.'').  The [[interview committee]] are responsible for the following:
 
Form interview committee (''The HR committee proposes names to the staff collective.'').  The [[interview committee]] are responsible for the following:
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* <s>Post to Jobs webpage (ask a webadmin)</s>
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* Post to Jobs webpage (ask a webadmin)
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* <s>Post to internal lists and bulletin boards</s>
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** Almost always add a link on the main page
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* <s>Post to external lists as decided by staff and/or council.</s>
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* Post to internal lists and bulletin boards  
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* <s>Places we've posted in the past: [[Where to post jobs]]</s>
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* Post to external lists as decided by staff and/or council.  
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*''Places we've posted in the past: [[Where to post jobs]]''
  
 
==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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* Experience coordinating volunteers.
 
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* Experience with customers.
 
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* Shows technical aptitude.
 
 
# Collect emailed resumes '''[[interview committee]]'''
 
# Collect emailed resumes '''[[interview committee]]'''
 
#* ''Respond, including an expected timeline''
 
#* ''Respond, including an expected timeline''
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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.
 
# Go through [[Orienting New Staff Members]]
 
# 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'''
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# Employment paperwork '''buddy'''
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# The [[buddy]]'s job begins. See the [[buddy]] page.
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[[User:Koopa|Ian]] 00:20, 1 October 2008 (UTC)
 
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[[Category:HR]]
 
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[[Category:Hiring]]
 
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[[Category:Procedures]]
 

Revision as of 10:25, 10 March 2009

Ali & Laurel do the Build Program Coord hiring

A month in advance (or two to three weeks before application deadline)

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)
    • Almost always 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

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.
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