Before You Hire – Get Ready

Here are the things that you should do to get prepared.

Create an Organizational Chart for the Next Two Years

• Identify what positions need to be filled and create job descriptions for each
• There is a method for writing job descriptions we can help with that
• There are key phrases you want to have and some you want to make sure you don’t use

If you have staff

• Decide if any of them can fill the job descriptions or if you have to hire from outside

If you don’t currently have staff

• Prioritize the positions and decide where you will start; an assistant or office manager is usually the first

Write the Job Ad to be Posted

• Include the experience and qualifications you want
• Describe any physical issues; must be able to lift 25 pounds, or stand for several hours, or walk stairs
• You may list salary range and hours

Time for the Interview

This could be several levels depending on the position

Prescreening

• Review the resume if the work experience/qualifications don’t match your needs, send an e-mail note stating that they don’t have the qualifications you are seeking.
• Telephone Interview: Have 3-5 questions that will help you determine if this person could be who you need. You may ask the salary range

Face to Face Interview

• Review the job description
• Ask why they applied for this position, what they know about the company and their career goals
• Remember you are hiring for 2 reasons; they fit the culture of the company and they have the competencies you need

You Have Chosen the Candidate

Next Steps

Prior to Day 1

• Send a new hire letter to tell them when to report and where, as well as what to bring

Day 1

• Set the tone and make them feel welcome
• Introduce them to the people they will be working with as well as the managers
• Give them a tour of the office
• Discuss the employee manual, set up payroll and other important documents
• Give them the procedures manual for their position

Set Expectations

• Using the procedures manual and job description set expectations for the job
• Set weekly meetings to give feedback and review progress
• After 2 months reduce the meetings to every other week
• After 4 months meet monthly. The meetings can be less than 20 minutes to check-in and make sure all is on track

Enable them to play to their strengths and do their best work