From your job posting to interviews with top candidates to the job offer, every step of your recruitment and hiring process matters. Done well, you should have a robust, diverse pool of candidates from the beginning and mitigate bias in each phase of the hiring process.
This library includes tools, examples, and templates to help you develop equitable hiring best practices. Find recruitment and onboarding tools to define must-have competencies for the role, build your candidate pool, assess candidates using realistic questions and exercises, and onboard new hires.
Being crystal clear on the role is key to recruiting top talent. Use this worksheet to develop the competencies a top candidate must have. This list can then be translated into a job description. We’ve also included a sample of what a completed worksheet might look like.
Use hiring rubrics to mitigate bias in your assessments of candidates. This article shares tips for how to create and use rubrics.
Once you’ve hired, the work has only just begun. Set your new hire up for success with these four tips for effective onboarding.
Being crystal clear on the role is key to recruiting top talent. Use this worksheet to develop the competencies a top candidate must have. This list can then be translated into a job description. We’ve also included a sample of what a completed worksheet might look like.
Here are common must-haves we see across organizational roles. Refer to these as you get crystal clear on job duties and competencies in the hiring process. You should not only customize these must-haves, but also revisit and revise from one hire to the next.
Use this template to plan how you’ll test and evaluate the must-haves at each stage of the hiring process: job announcement, interviews, simulations/exercises, and reference checks.
Most hiring mistakes occur not simply because managers select the wrong person, but because they don’t have the right candidate pool to select from to begin with. Use this worksheet to build a strong talent pool.
Use this email template and sample to reach out to “connectors” who can help you scout for great talent.
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.
Use hiring rubrics to mitigate bias in your assessments of candidates. This article shares tips for how to create and use rubrics.
Use this starter kit to help you create and use your own hiring rubrics—template and samples included. By using a rubric to mitigate bias, you can lay the groundwork for equitable hiring.
The ability to understand and navigate issues of identity, power, and privilege is a crucial skill. This article shares three simple ways to test for racial equity and inclusion competency.
These interview questions can help you identify your strongest candidates. As you plan your candidate evaluation process, use this list to find questions or activities focused on the key traits that you are most interested in.
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.
Requesting work samples can dramatically improve hiring decisions. This guide helps you put candidate skills to the test in a way that’s fair to them—and useful to you.
This sample email is sent to a job applicant prior to an interview, sharing further information about the organization and explaining what you’d like them to come prepared to discuss.
This is a sample email to a candidate who made it to the exercise stage of the hiring process (in this case, right after an initial screening call).
This reference check outline worksheet, sample, and list of 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 email template that you can easily adapt.
A great job description goes beyond simply listing responsibilities and qualifications. Use this sample as a guide for your hiring process!
This template for 30/60/90 day planning helps you set clear goals and guide new hires through their first 90 days on the job.
Once you’ve hired, the work has only just begun. Set your new hire up for success with these four tips for effective onboarding.
This resource is intended to help managers plan out your onboarding process by thinking through the key topics you should cover in the first month with your new hire.
This resource contains a (non-comprehensive) list of common and recommended tasks for managers to consider as part of your new hire onboarding process. Use it to get started on your own.
The 90-day discussion is a chance to review progress toward goals, share what’s going well and what could be better, and make commitments for moving forward. Here are some tips for conducting a 90-day discussion with a new hire.
This template will help you lead a productive discussion with your new hire about their first 90 days on the job.
Make it someone’s job to focus on the full talent lifecycle from pool-building to hiring to development and retention. This article will help you understand the role of a Chief Talent Officer (CTO), decide the scope of responsibility, and get ready to find your person.
These sample talent-related goals can help you identify and set your own for the Chief Talent Officer (CTO) role.
Looking to hire a Chief Talent Officer (CTO)? Check out our sample CTO hiring rubric, and tailor it to create your own.
Looking to hire a Chief Talent Officer (CTO)? Check out our sample interview questions and simulations!
Ready to hire a Chief Talent Officer (CTO)? Use this sample CTO job description to help you get started with the hiring process.
Tener muy claro el rol es clave para reclutar a los mejores talentos. Utilice esta hoja de trabajo para desarrollar las aptitudes que debe tener un candidato destacado. Esta lista se puede traducir en una descripción del puesto. También hemos incluido un ejemplo de cómo se vería una hoja de trabajo completada.
A continuación se presentan los requisitos comunes que vemos en todos los puestos de la organización. Consúltelos a medida que vaya aclarando las funciones y competencias del puesto en el proceso de contratación. No sólo debe personalizar estos requisitos, sino que también debe revisarlos de una contratación a otra.
This interactive, online training for social justice and educational equity leaders provides essential tools and mindsets for equitable, sustainable, and results-driven management.
Design a step-by-step equitable hiring process with guidance from an expert. Bring ideas for an upcoming role you hope to fill.