Having the right people makes an enormous impact on your results, so in this section you’ll find tools for finding and hiring superstars.
The more energy you spend on building your pool of candidates, the more likely you’ll be to find high performers.
A great job description goes beyond simply listing responsibilities and qualifications.
To ensure that strong candidates readily come to mind when you need to hire, keep a running list of prospects. Here’s a simple template to get you started.
These questions will help you probe how a candidate will perform once on the job.
Having candidates complete exercises similar to what they’d be doing on the job may give you the best sense of how they would perform if hired.
This worksheet will help you develop a clear idea of who you're looking for (which can then be translated into a job description).
This sample email to candidates asks them to prepare to simulate job-related activities.
Our reference check outline, worksheet, and suggested questions will help you dig beneath the surface to get truly helpful information.
The fastest way to inform candidates that they are no longer under consideration is by having a standard e-mail template that you can easily adapt.
Having a written agenda for orienting a new employee helps you present information in an organized, easily understandable way.
This roadmap will walk you through four key steps for nailing a new staff member’s first three weeks.
If the ability to understand and navigate issues of identity, power, and privilege is a must-have for your new hire, this article will help you test for it.
Use this starter kit to help you create and use your own hiring rubrics.
One way to lay the groundwork for equitable hiring is by using rubrics to mitigate bias.