Hiring Process

• Create or Review Job Description
• Create Ads from Job Description
• Examine Resumes
• Administer Screening Assessments
• Develop Questions from Job Description and Screening Assessments
• Interview Using Created Questions
• Second Interview (if called for)
• Background Check
• Conditional Job Offer
• Medical Exam

Job Descriptions

I have never met a manager that loves to do job descriptions but it is such a useful tool; you can use it all through an employees career.

Benefits of a good job description:

• They help you write ads that pertain to the job - no guessing.
• A guide for all new hires - a step by step process
• Have it with you at the end of an interview and show the applicant what is expected in the position in a very clear manner. One thing you want to avoid is having a new employee say, "I can't do this. You didn't tell me about this in the interview."
• Use it when doing reviews

Click here to see how to write a job description

Writing and Placing Ads

A lot of us have probably heard about spiffing up ads; making them warm and fuzzy. We have done it here and it works! It's better than just saying what position needs to be filled and a list of duties. It will cost a little more but you will get more applicants answering the ad.

Click here to get more info

Screening Resumes

Resumes are your first glimpse at a candidate. Some of the things I look for first are spelling and literacy. I also look for stability. Have their job responsibilities increased or decreased?

Click here to get more info

Screening Assessments

There is no substitute for personally interviewing job candidates. However, the focus of the personal interview has dramatically changed. Recent advances in assessment technology have brought about significant advances in the quality of information provided by assessment instruments.

Click here for more info

Behavioral Interview Questions

People are pretty much hard wired; therefore, if they have acted a certain way in a particular situation, they will probably act the same way when that situation arises again. Behavioral questions ask about an applicant’s past behavior; things that they have actually done.

Again, use your job description to create questions about skills and experience you need answered.

Click here for more info

Interviewing Candidates

• Build rapport, Set agenda
• Ask questions you have created
• Listen, take notes
• Describe the position ( do not describe the position until all of your questions have been answered)
• Answer questions
• Tell applicant what to expect next

Pages still being built -we are sorry about the inconvenience

Second Interview

If you are considering more than one applicant, it's a good idea to do a more intensive interview. This is a good time to review your job description with the candidate. Ask them if there is anything that they will have trouble with or that they won't do. Better to find out now and see if you can come to an agreement.

Some applicants are expecting more flexibility in their jobs. More of them are working to live than living to work. If this applicant is a good fit with your company, it might be worth it to change some things about the postion to fit the candidate. Being to inflexible could lose you the candidate.

Background Checks

Pages still being built -we are sorry about the inconvenience

Conditional Job Offer

Click here to for a Physical Sample Job Offer

Click here for a Drug Screen Sample Job Offer

Medical Exam

Pages still being built -we are sorry about the inconvenience