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.
This reference check outline worksheet and list of sample reference check questions can help save you from the wrong hire.
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.
Use this starter kit to help you create and use your own hiring rubrics.
Check out some examples of PTR in action, and how to manage towards your requirements with your preferences and traditions in mind.
Looking to hire a CTO? Check out our sample interview questions and simulations!
Looking to hire a CTO? Use our hiring rubric template to evaluate candidates.
Hiring a Chief Talent Officer? Use this customizable job description.
Check out this sample onboarding checklist of everything that needs to be completed to ensure a smooth start for new hires.
This template will help you lead a productive discussion with your new hire about their first 90 days on the job.
This document is a set of cues for the topics you will likely need to discuss with your new hire in the first few weeks and the key points you may want to make on each of them.
Here is a list of some of the most common choice points, or key decision-making opportunities, managers face that may have equity and inclusion impacts.
Use this email template to reach out to “connectors” who can help you build your talent pool.
Even those of us who fancy ourselves virtual hiring aficionados are finding ourselves faced with unique challenges because of the added uncertainty of a global pandemic. We’re here to help!
Assuming your organization has gone remote, how do you onboard at a distance in the middle of a pandemic? If you’re among the lucky few organizations that are still bringing in new people, read on for some tips on how to tweak your standard onboarding process to adapt it for these times.
- Email Templates for Communicating with Job Candidates During COVID-19
- Where should I post my open jobs?
- Tips for Conducting a 90-Day Discussion with Your New Hire
- How to Overcome Onboarding Chaos with a Checklist
- Effective New Hire Onboarding: 4 Tips For Busy Managers
- Finding your “Hiring Superstar”
- Finding a Chief Talent Officer
- “That’s how we’ve always done it!” (A guide to using PTR)
- Mitigate Bias in Hiring With a Simple Rubric
- 3 Ways to Test for Racial Equity & Inclusion Competency
- How to Ask Job Candidates for Work Samples, Exercises, or Simulations
- How to Find Time to Hire Well