Download - Hiring New Employees
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Tom CarrollLunch&Learn Work-Bench
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The smaller the team the more critical the “right” hire becomes to the success of the
team.
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Need ExistsPosition is DescribedSearch is DoneCandidates are Screened
Interviews OccurHire is Made
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• Pain Point• Creates the Need• Decisions
Temporary issue or permanent needResult DesiredKnowledge, skills, ability and experiences needed to get the result
Add to team – yes or no
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Summarize RoleDescribe the Background
Declare Expected Results
Define Your Culture
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Warm IntroductionPosting onlineRecruiters
Retained versus contingentUsually fee of 33% of compensation
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Review resumes for match to background and experience
Consider initial phone interview to confirm experience, cultural expectations and potential fit
Prepare comments to share with candidates about your company and culture – you are recruiting them as well
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If after 10 minutes you are not feeling it, end the interview and move on – consider it speed dating for the business world
Behavior Based QuestionsTell me about a time when you………Looking for candidate to describe a specific
situation, an action they took and the result of that action (SAR)
Who’s talking? Legal Compliance
See Interview Tip Sheet
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Offer LetterInclude: job title, pay rate, start dateConsider including: at will
employment, expected end date of assignment if contingent or short term
NY requires “Notice and Acknowledgement of Wage Rate and Designated Payday”See Form ▪ http://www.labor.ny.gov/workerprotection/laborstandards/employer/wage-theft-preven
tion-act.shtm
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Prior to first day, have a “What to expect” conversation – what to wear, bring and do
Paperwork to set up payroll (W2, banking)
Complete I-9 paperworkhttp://www.uscis.gov/files/form/i-9.pdf
Workspace and suppliesIntroductions and tourReady, Set, Start
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For Attending Our First
Lunch and Learn