{"id":10605,"date":"2022-11-18T19:22:54","date_gmt":"2022-11-18T19:22:54","guid":{"rendered":"https:\/\/managementcen1.wpengine.com\/?page_id=10605"},"modified":"2024-08-16T21:40:28","modified_gmt":"2024-08-16T21:40:28","slug":"hiring-2","status":"publish","type":"page","link":"https:\/\/www.managementcenter.org\/hiring-2\/","title":{"rendered":"Hiring"},"content":{"rendered":"\n
In this section, you’ll find helpful tools, templates, and tips to grow your team and onboard new staff.<\/h6>\n\n\n
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Where to Start<\/h2>\n \n \n
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Figuring Out the Role Worksheet & Sample<\/a><\/h4>\n\n
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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.<\/p>\n <\/div>\n <\/i>3 min read <\/span>\n <\/div>\n<\/div>\n<\/article>\n\n \n

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Mitigate Bias in Hiring With a Simple Rubric<\/a><\/h4>\n\n
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Use hiring rubrics to mitigate bias in your assessments of candidates. This article shares tips for how to create and use rubrics.<\/p>\n <\/div>\n <\/i>4 min read <\/span>\n <\/div>\n<\/div>\n<\/article>\n\n \n

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New Hire Onboarding: 4 Tips For Busy Managers<\/a><\/h4>\n\n
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Once you’ve hired, the work has only just begun. Set your new hire up for success with these four tips for effective onboarding. <\/p>\n <\/div>\n <\/i>5 min read <\/span>\n <\/div>\n<\/div>\n<\/article>\n\n \n <\/div>\n<\/div>\n\n\n\n

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Additional Resources<\/h3>\n\n\n
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Figuring Out the Role Worksheet & Sample<\/a><\/h4>\n\n
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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.<\/p>\n <\/div>\n <\/i>3 min read <\/span>\n <\/div>\n<\/div>\n<\/article>\n

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The Must-Haves Starter Kit<\/a><\/h4>\n\n
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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.<\/p>\n <\/div>\n <\/i>9 min read <\/span>\n <\/div>\n<\/div>\n<\/article>\n

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Hire the Best Person for the Role: Planning Tool<\/a><\/h4>\n\n
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Use this template to plan how you\u2019ll test and evaluate the must-haves at each stage of the hiring process: job announcement, interviews, simulations\/exercises, and reference checks.<\/p>\n <\/div>\n <\/i>6.5 min read <\/span>\n <\/div>\n<\/div>\n<\/article>\n

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Building the Pool Worksheet<\/a><\/h4>\n\n
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Most hiring mistakes occur not simply because managers select the wrong person, but because they don\u2019t have the right candidate pool to select from to begin with. Use this worksheet to build a strong talent pool.<\/p>\n <\/div>\n <\/i>1 min read <\/span>\n <\/div>\n<\/div>\n<\/article>\n

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Connector Email Template and Sample<\/a><\/h4>\n\n
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Use this email template and sample to reach out to \u201cconnectors\u201d who can help you scout for great talent.<\/p>\n <\/div>\n <\/i>2 min read <\/span>\n <\/div>\n<\/div>\n<\/article>\n

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Talent List<\/a><\/h4>\n\n
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To ensure that strong candidates readily come to mind when you need to hire, keep a running list of prospects. Here\u2019s a simple template to get you started.<\/p>\n <\/div>\n <\/i>1 min read <\/span>\n <\/div>\n<\/div>\n<\/article>\n

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Mitigate Bias in Hiring With a Simple Rubric<\/a><\/h4>\n\n
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Use hiring rubrics to mitigate bias in your assessments of candidates. This article shares tips for how to create and use rubrics.<\/p>\n <\/div>\n <\/i>4 min read <\/span>\n <\/div>\n<\/div>\n<\/article>\n

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Hiring Rubric Starter Kit<\/a><\/h4>\n\n
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Use this starter kit to help you create and use your own hiring rubrics\u2014template and samples included. By using a rubric to mitigate bias, you can lay the groundwork for equitable hiring.<\/p>\n <\/div>\n <\/i>8.5 min read <\/span>\n <\/div>\n<\/div>\n<\/article>\n

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3 Ways to Test for Racial Equity & Inclusion Competency<\/a><\/h4>\n\n
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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.<\/p>\n <\/div>\n <\/i>3.5 min read <\/span>\n <\/div>\n<\/div>\n<\/article>\n

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Interview Question Toolkit<\/a><\/h4>\n\n
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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.<\/p>\n <\/div>\n <\/i>8 min read <\/span>\n <\/div>\n<\/div>\n<\/article>\n

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Job Simulation Exercises<\/a><\/h4>\n\n
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Having candidates complete exercises similar to what they\u2019d be doing on the job may give you the best sense of how they would perform if hired.<\/p>\n <\/div>\n <\/i>1.5 min read <\/span>\n <\/div>\n<\/div>\n<\/article>\n

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How to Ask Job Candidates for Work Samples<\/a><\/h4>\n\n
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Check out these four guidelines for asking candidates for work samples, exercises, and simulations. <\/p>\n <\/div>\n <\/i>4 min read <\/span>\n <\/div>\n<\/div>\n<\/article>\n

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Pre-Interview Email<\/a><\/h4>\n\n
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This sample email is sent to a job applicant prior to an interview, sharing further information about the organization and explaining what you\u2019d like them to come prepared to discuss.<\/p>\n <\/div>\n <\/i>2 min read <\/span>\n <\/div>\n<\/div>\n<\/article>\n

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Exercise Stage Email<\/a><\/h4>\n\n
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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).<\/p>\n <\/div>\n <\/i>2.5 min read <\/span>\n <\/div>\n<\/div>\n<\/article>\n

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Reference Checks Toolkit<\/a><\/h4>\n\n
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This reference check outline worksheet, sample, and list of questions can help save you from the wrong hire.<\/p>\n <\/div>\n <\/i>9.5 min read <\/span>\n <\/div>\n<\/div>\n<\/article>\n

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Rejection Email Samples<\/a><\/h4>\n\n
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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.<\/p>\n <\/div>\n <\/i>2.5 min read <\/span>\n <\/div>\n<\/div>\n<\/article>\n

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Where should I post my open jobs?<\/a><\/h4>\n\n
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In this article, we share tips for publicizing your job openings.<\/p>\n <\/div>\n <\/i>4.5 min read <\/span>\n <\/div>\n<\/div>\n<\/article>\n

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Job Description Sample<\/a><\/h4>\n\n
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A great job description goes beyond simply listing responsibilities and qualifications. Use this sample as a guide for your hiring process!<\/p>\n <\/div>\n <\/i>4 min read <\/span>\n <\/div>\n<\/div>\n<\/article>\n

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30\/60\/90 Day Goal-Setting Template<\/a><\/h4>\n\n
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Use this resource to set short-term goals and identify essential activities for the first three months.<\/p>\n <\/div>\n <\/i>2 min read <\/span>\n <\/div>\n<\/div>\n<\/article>\n

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New Hire Onboarding: 4 Tips For Busy Managers<\/a><\/h4>\n\n
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Once you’ve hired, the work has only just begun. Set your new hire up for success with these four tips for effective onboarding. <\/p>\n <\/div>\n <\/i>5 min read <\/span>\n <\/div>\n<\/div>\n<\/article>\n

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Onboarding Planning Toolkit<\/a><\/h4>\n\n
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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.<\/p>\n <\/div>\n <\/i>6 min read <\/span>\n <\/div>\n<\/div>\n<\/article>\n

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Onboarding Checklist<\/a><\/h4>\n\n
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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.<\/p>\n <\/div>\n <\/i>4 min read <\/span>\n <\/div>\n<\/div>\n<\/article>\n

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Tips for a 90-Day New Hire Check-in<\/a><\/h4>\n\n
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The 90-day discussion is a chance to review progress toward goals, share what\u2019s 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.<\/p>\n <\/div>\n <\/i>2 min read <\/span>\n <\/div>\n<\/div>\n<\/article>\n

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90-Day Discussion Template<\/a><\/h4>\n\n
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This template will help you lead a productive discussion with your new hire about their first 90 days on the job.<\/p>\n <\/div>\n <\/i>3.5 min read <\/span>\n <\/div>\n<\/div>\n<\/article>\n

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Why You Need a Chief Talent Officer<\/a><\/h4>\n\n
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Make it someone\u2019s 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.<\/p>\n <\/div>\n <\/i>5 min read <\/span>\n <\/div>\n<\/div>\n<\/article>\n

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Sample CTO Goals & Metrics<\/a><\/h4>\n\n
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These sample talent-related goals can help you identify and set your own for the Chief Talent Officer (CTO) role.<\/p>\n <\/div>\n <\/i>2 min read <\/span>\n <\/div>\n<\/div>\n<\/article>\n

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CTO Hiring Rubric<\/a><\/h4>\n\n
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Looking to hire a Chief Talent Officer (CTO)? Check out our sample CTO hiring rubric, and tailor it to create your own.<\/p>\n <\/div>\n <\/i>3 min read <\/span>\n <\/div>\n<\/div>\n<\/article>\n

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Interview Questions and Simulations for CTO Candidates<\/a><\/h4>\n\n
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Looking to hire a Chief Talent Officer (CTO)? Check out our sample interview questions and simulations!<\/p>\n <\/div>\n <\/i>3 min read <\/span>\n <\/div>\n<\/div>\n<\/article>\n

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CTO Job Description Sample<\/a><\/h4>\n\n
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Ready to hire a Chief Talent Officer (CTO)? Use this sample CTO job description to help you get started with the hiring process.<\/p>\n <\/div>\n <\/i>5 min read <\/span>\n <\/div>\n<\/div>\n<\/article>\n

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Common Choice Points<\/a><\/h4>\n\n
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Here is a list of some of the most common choice points, or key decision-making opportunities,\u00a0managers face that may have equity and inclusion impacts.<\/p>\n <\/div>\n <\/i>3.5 min read <\/span>\n <\/div>\n<\/div>\n<\/article>\n

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Definir el rol: hoja de trabajo y muestra<\/a><\/h4>\n\n
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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 descripci\u00f3n del puesto. Tambi\u00e9n hemos incluido un ejemplo de c\u00f3mo se ver\u00eda una hoja de trabajo completada.<\/p>\n <\/div>\n <\/i>4 min read <\/span>\n <\/div>\n<\/div>\n<\/article>\n

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El kit de inicio de los imprescindibles<\/a><\/h4>\n\n
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A continuaci\u00f3n se presentan los requisitos comunes que vemos en todos los puestos de la organizaci\u00f3n. Cons\u00faltelos a medida que vaya aclarando las funciones y competencias del puesto en el proceso de contrataci\u00f3n. No s\u00f3lo debe personalizar estos requisitos, sino que tambi\u00e9n debe revisarlos de una contrataci\u00f3n a otra.<\/p>\n <\/div>\n <\/i>10 min read <\/span>\n <\/div>\n<\/div>\n<\/article>\n <\/div>\n