Having the right people makes an enormous impact on your results, so in this section you’ll find tools for finding and hiring superstars.
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.
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.
A great job description goes beyond simply listing responsibilities and qualifications. Use this sample as a guide for your hiring process!
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.
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.
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.
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.
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.
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 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.
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.
Use this resource to set short-term goals and identify essential activities for the first three months.
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.
Ready to hire a Chief Talent Officer (CTO)? Use this sample CTO job description to help you get started with the hiring process.
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!
These sample talent-related goals can help you identify and set your own for the Chief Talent Officer (CTO) role.
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.
Check out some examples of PTR in action, and how to manage towards your requirements with your preferences and traditions in mind.
- Where should I post my open jobs?
- Tips for Conducting a 90-Day Discussion with Your New Hire
- Effective New Hire Onboarding: 4 Tips For Busy Managers
- “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