Filter Templates by Category
Tasks and Plans
Review Stretch Goals from last week
Review Pivotal Tracker
Review New Relic
Review customer list (intercom)
Compare customer list with growth targets
Review Google Analytics
Blog & Twitter
Review potential blog articles
Review Twitter Feed
How is the Process?
How are you feeling?
Any updates to this checklist?
Update stretch goals for the coming week
Floors and Other Areas
Are floors clean and clear of waste?
Are signs posted to warn of wet floors?
Are floors in good condition?
Are there holes, worn or loose planks or carpet sticking up?
Is anti-slip flooring used where spills, moisture or grease are likely?
Are there protruding objects such as nails, sharp corners, open cabinet drawers, trailing electrical wires?
Are personal items, such as clothing and lunch boxes, in assigned lockers or storage areas?
Is the work area congested?
Are floors well-drained?
Aisles and Stairways
Are aisles unobstructed and clearly marked?
Are mirrors installed at blind corners?
Are aisles wide enough to accommodate workers and equipment comfortably?
Are safe loading practices used with hand and power trucks, skids, or pallets?
Is the workplace lighting adequate? Are stairs well lit?
Are stairs covered with an anti-slip tread? Are faulty stair treads repaired?
Are all spills wiped up quickly?
Are procedures followed as indicated on the material safety data sheet?
Are spill absorbents used for greasy, oily, flammable or toxic materials?
Are used rags and absorbents disposed of promptly and safely?
Is a spill area surrounded by a barrier to prevent a spill from spreading?
Equipment and Machinery Maintenance
Is equipment in good working order, with all necessary guards or safety features operational or in place?
Is equipment damaged or outdated?
Are tools and machinery inspected regularly for wear or leaks?
Is equipment repaired promptly?
Are drip pans or absorbent materials used if leaks cannot be stopped at the source?
Is a machine that splashes oil fitted with a screen or splash guard?
Are machines and tools cleaned regularly?
Are there adequate number of containers?
Are there separate and approved containers for toxic and flammable waste?
Are waste containers located where the waste is produced?
Are waste containers emptied regularly?
Are toxic and flammable waste chemicals handled properly?
Are storage areas safe and accessible?
Is material stacked securely, blocked or interlocked if possible?
Are materials stored in areas that do not obstruct stairs, fire escapes, exits or firefighting equipment?
Are materials stored in areas that do not interfere with workers or the flow of materials?
Are bins or racks provided where material cannot be piled?
Are all storage areas clearly marked?
Do workers understand material storage and handling procedures?
Are combustible and flammable materials present only in the quantities needed for the job at hand?
Are combustible and flammable materials kept in safety cans during use?
Are hazardous materials stored in approved containers and away from ignition sources?
Are sprinkler heads clear of stored material?
Are fire extinguishers inspected and located along commonly travelled routes, and close to possible ignition sources?
Are oily or greasy rags placed in metal containers and disposed of regularly?
Manager Daily Walkthrough
Front of house
back of house
Turn off building access
Shutdown and archive email
Remove server and system access
End access to any company credit card accounts
End access to other cloud software systems
Change passwords to shared systems if necessary
Secure ID badge, key card, and similar items
Retrieve company car, keys, etc.
Check with IT for inventory of smartphones, laptops, and tablets you need returned
Make sure employee returns actual company credit cards
Ask for company uniforms and any other company accessories you ideally would like back
Provide all necessary health insurance information, especially COBRA forms.
Present severance package details and agreement forms to sign
Give information on options for 401K and any other savings plans.
Bring all government forms needed to file for unemployment
Address remaining wages or salary to be paid
Update employee payroll and other important company records to reflect the termination
Tenant Eviction Checklist
Prepare your eviction Case
Understand that this is a general template and should be edited accordingly to your specific state laws.
Gather evidence about the issues
If the case is not clear consult with a lawyer
Notice of eviction
Draft a notice of eviction with a clear deadline
Pin the notice of eviction to the tenant's front door
Send the notice of eviction through certified mail
Wait the time defined on your state laws. If the tenant has not complied with the notice of eviction continue to the next step
Take the matter to the court
Get a court order
Gather the relevant documents
Attend the court hearing
Wait the time defined by the court. If tenant has not complied with the court-mandated eviction continue to the next step
Call the authorities so they can handle the forced eviction
Collecting Past-due Rent
File a lawsuit with small claims court
Gather the relevant documents
Attend the court hearing
Apartment Turnover Maintenance Checklist
Tile and hardwood floors (loosening, scuffs, scratches, cracks)
Carpeting (stains, tears, holes, burn marks)
Walls and ceilings (nails, hooks, holes, marks, chipping paint)
Ceiling fan (loosening)
Windows, screens, and tracks (cracks, tears)
Blinds and shades (tears, damage)
Doors, conventional and sliding (tracks, dents, scuffs)
Sinks and drain (signs of leakage)
Garbage disposal (signs of leakage)
Countertops (scratches, burns, marks)
Pantry, cabinetry, and drawers, inside and out (shelving, handles/knobs, scratches, scuffs)
Stovetop and oven
Exhaust fan and light (filter)
Refrigerator and icemaker (door seal, drawer and platform cracks, signs of leakage)
Dishwasher (signs of leakage)
Sink and drain (signs of leakage)
Bath and shower (signs of leakage)
Grout (signs of leakage)
Cabinets and drawers, inside and out (shelving, handles/knobs, scratches, scuffs)
Exhaust fan (filter)
Vanity top and mirror
Wall Base/Base Trim
Smoke detectors (batteries)
Carbon monoxide (batteries)
Light fixtures and bulbs
Blog Post Review (Before Publishing)
Title is SEO and social media friendly?
A good use of headings to break up text?
At least one amazing image?
Is there a question at the end to encourage comments and discussion?
At least one huge pull quote?
Have you linked to previous blog posts?
You've clicked every link?
Have you had someone else read it?
Glass is windexed
Exterior finishes are clean and well presented
Signage is clean and properly lit
All exterior lights are in working order
Door hardware is functioning, locks and hinges all work
The trim and window sills are clean and dust free
Plants look as they should for the season
Mulch , ground cover and rock cover are full and debris free
CLEANLINESS AND MOOD
First impression is clean and organized
Music is on and at the right volume, song list is appropriate
Host stand is clean, organized, menus in proper place
Wires from computer, phones, extensions are hidden and contained
Lighting is on, properly adjusted to the proper settings, all bulbs working
Temperature feels right
Wood floors- clean,oiled or finished, not damaged
Rugs are cleaned and spot free
Concrete- clean, without traffic patterns or stains
Stone- clean,sealed, grout intact
Tile- clean, no cracks, full grout
All foors are swept and mopped
All fabric is debris free and stain free
All natural wood tables are oiled or have poly,minimum rings or marks
All leather of leather like material is crack free
All tables are operable, stable, clean and damage free and correctly mounted
All chairs are operable, stable, clean and damage free
All art is dust free with clean glass and frames in one piece.
Server stations are clean and organized
Computer wires are organized for P.O.S.
Server stations are free of personal belongings
If it is a handsink, soap and towels stocked
If there is a sink, it is clean and caulked
There is no sign of leaking or rot
If there is a fridge, its clean with with thermometer
Hallway leading to the restroom is clean, clutter free and well lit
Doors to restrooms are clearly marked
Bathroom sink area is clean, faucets wiped, without stains on counters
Mirrors are polished
Bathrooms smell clean
Bathrooms have wastebaskets and fem disposal
Floors have been swept and cleaned
Toilets have been cleaned, tp stocked
All partitions are sturdy, secure, clean, locks work
Hot water heats quickly
Bar top is clean, oiled if needed/ or poly
Bar shelves and liquor/wine is dust free
There are no obvious leaks, all faucets flow easy, hot and cold work
There are no signs of fruit flies, soda heads soaling, bottles covered
Handsink has soap and towels
All tile is clean and mold free
Glass washers are fully operable and proper temp
Any signage, floorpaln, notes to staff in frames not taped
All display areas are conplete
All duct work is dust fee
All interior plants are watered
All exit signs are in working order
First impression of patio is positive
All patio lights are on
All patio areas clean and swept, no stains
Furniture clean and painted
All drains have screens in them
Tile has been deck brushed , grout looks good, no broken tile
Walls are clean, no broken tile
Heated equipment has all its knobs
All fridges are clean, gaskets looks good, coils clean, shelviing is not chipped or rusted and they have a thermometer reading accurate temps
heated equipment looks clean and maintained
hood filters look clean
date of hood inspection and fire ext
dish area is clean and organized. screen in drain
dish faucets, sprayers are all operational
Walk in cooler is to temp, shelves are clean , closures work, fan is working
BACK OF HOUSE OFFICE AND STORAGE
liquor rooms and offices are locked
dry storage is neat and oganized
breaker panels are accesible
extra furniture is stored properly
employee areas are clean and organized
door properly locks
area is box and debris free or at least organized
ground is power washed
if dumpster area, that is clean and also power washed
propane is properly stored
Tenant Move Out
Where does this go?
Receive notice from tenant/or vacancy info from owner
Confirm tenant is providing sufficient notice corresponding to lease
Add move-out date to calendar
Add deposit refund "drop-dead" date to calendar with buffer
Send move-out checklist letter to tenant
Update property management system
Schedule professional photos if needed
Schedule unit and building walk-thru to see what needs to be repaired, updated, or major issues
Send Forwarding Address form letter to tenant
Schedule walk through times with tenant
Inspection, repairs, moveout
Take new photos or video if needed
Schedule repairs if needed
Update tenant's forwarding address
Process charges for tenant
Cut Security Deposit check to tenant
File all docs in property management system
HR Covid19 Checklist to Manage the Return of Employees to the Office
Bringing back employees in stages according to the pre-planned roster.
Provide PPE including masks, face shields, gloves, and sanitizers.
Provide access to hygiene products such as soap, tissues, and face wash.
Restrict the number of people in meeting rooms and common areas of the work premises.
Update visitor policies to restrict visitors to the work premises.
Have constant communication with employees to update them on the status of the pandemic and the organizational news.
Devise an exposure-response plan covering the areas of contact tracing, and isolation.Create a team to monitor the workplace and identify any triggers and events related to Covid-19.
Educate the employees about how to respond in case they come in contact with an infected person or showcase any Covid-19 related symptoms.
Make arrangements to help get employees vaccinated.
Constantly recall the necessity of adhering to safety measures instilled in the workplace.
Adjust KPIs for employees as a means of encouraging them.
Set up a helpline so that employees can directly communicate with HR supervisors or Managers concerning any problems they are facing.
Introduce a mental health hotline to assist employees who are struggling with work-related matters and those who are scared to return to work.
Provide opportunities for employees to manage stress
Continue learning and development programs consistently.
MONITORING AND CONTROLLING
Monitor the stock of PPE available in the office, and procure supplies well in advance.
Monitor whether cleaning and disinfecting are done according to predetermined standards.
Continuously monitor whether employees are following the safety measures adequately.
Get feedback from employees about how they feel about returning back to the office and get their suggestions to improve.
HR Covid19 Checklist for Preparing an Office for Employees Return
GETTING THE WORKPLACE READY
Have the HVAC system checked to ensure proper ventilation
Increase circulation of outdoor air as much as possible by opening windows and doors if possible, and using fans.
Devise a daily cleaning plan with upgraded standards, and decide the allocation of cleaning responsibilities to relevant parties.
Get an adequate level of PPE (Personal Protective Equipment) ready and place sanitizers at appropriate places in the workplace.
Restructure the workplace with a new layout to meet the social distancing requirements as stipulated by the health authorities.
Display health and safety signs in the common areas of the workplace, demonstrating best practices.
SCHEDULING AND NEW WAYS OF OPERATING
Segment the workforce and prepare a roster to bring employees back in phases, since having all of them at once could be risky.
Devise a rotation or shift basis plan with separate time intervals for lunch breaks.
Update HR policies to match the roster, with due consideration to employee attendance, lunch breaks, leave, travel, etc.
Create a separate plan for employees coming from high-risk areas and those with a higher vulnerability such as older employees and pregnant women.
Arrange a plan for transportation of employees to the workplace safely.
Establishing physical distancing measures within the workplace:
Staggered shifts and lunch/rest breaks.
Rotating weeks in the office and working remotely.
Moving workstations to increase separation distance.
GETTING THE EMPLOYEES READY
Conduct an employee survey to get their suggestions and ideas in returning back to work.
Determine how to handle employees who are unwilling and hesitant to return to work.
Update employee records with current emergency contact numbers.
Communicate the organizational decisions and plans concerning the employees' return to work.
Conduct a comprehensive pre-return workshop to educate the employees about the best Covid-19 safety precautions they have to take when returning to work.
Admins: Getting started with Manifestly
Understand the difference between workflows and checklist runs
Watch the video on creating and editing workflows
How do they mess this up?
This will be step number one
Read the article on using checklists
Understand the different permission groups
Understand role based assignments
Understand and adjust your notification settings
Read on the Slack integration
Understand the different permission groups
Understand role based assignments
a main step
Recruiting Remote Workers Checklist
First of all, understand the hiring requirement. Is it to fill a vacated position or is it a new position created due to business expansion initiatives?
If it is a new position, decide how to align the job with the organizational goals.
Compile a comprehensive recruitment plan that covers the following.
Conduct a thorough job analysis to gather information about the job activities, and responsibilities attached to the position, and the persona of the most suitable candidate.
Prepare a job description for the new position or update the existing one considering the requirements for a remote working position. This should include the following.
Decide what you need to look for in a remote employee and map out the skills and qualities that a candidate should ideally possess to be effective in the role.
Devise the job specification for the remote position. This should cover the following in order to ensure job-fit and organization-fit.
CANDIDATE EVALUATION STRATEGIES
Determine the strategies that you can adopt to evaluate the candidates.
Get the test questions and the interview questionnaire ready.
Craft a rubric, customized for each job position, with measurable indicators to assess the candidates on core competencies.
Identify alternative advertising platforms and choose the most feasible ones for your business to advertise remote jobs.
Get the videos, visuals, and content ready for the job advertisement.
Create a professional and attractive job advertisement highlighting the remote employee value proposition (EVP).
Advertise the position on selected platforms.
Directly reach out to potential candidates via social media platforms.
Onboarding New Remote Employees
WELCOMING REMOTE EMPLOYEES
Send a welcome email wishing the new hires all the best with their new career at your organization.
Conduct an online meeting to give an overview of the organization, how it started, where it is heading, the culture, organizational chart, work ethics, as well as the HR policies and procedures.
Give a virtual tour of your office showcasing the facilities available to the new hires when physical work resumes.
ORIENTING THE NEW HIRES
Schedule a video conference to introduce the new hires to their team members.
Bonus tip: Make sure to allow quality time for the new hires to speak and connect with their colleagues.
Arrange a one-to-one session with the immediate supervisor and the HR Manager.
Bonus tip: The initial meeting could focus on understanding the new hires better so that the orientation program could be customized to enhance its effectiveness.
Review the onboarding schedule with the new hires to ensure they are prepared for it.
Discuss the career objectives, communication preferences, working styles, and the challenges faced by the new hires.
Explain the sources of support available to the new employees to perform their job successfully along with their contact details.
Clearly explain the tasks, duties, and responsibilities of the remote work position.
Introduce the first assignment and give them a chance to attempt simple tasks.
Bonus tip: Start with simple assignments and go over them step by step. This will make them more doable and interesting, thereby uplifting the confidence of the new hires.
Communicate precisely what your organization expects from the new hires.
NEW HIRE TRAINING
Commence the online training sessions to enhance job-related knowledge and skills.
Bonus tip: You can get different organizational members to conduct the training so that the new employees would not get bored. This would also grant the new hires an opportunity to meet and interact with different employees.
Provide specific tasks to complete at the end of each training program with the opportunity to receive feedback from the trainer.
Assign work to the new hires with deadlines to complete.
Provide a comprehensive and precise overview of the performance review process including the measurement criteria and the Key Performance Indicators (KPIs).
Assign a mentor to support the new hires with job-related tasks and to address any challenges they might face in adjusting to the organization.
Devise a networking plan that matches the personality of the remote employees. Below are some ideas that you can consider.
An in-person event with the team such as a dinner, or a coffee out.
Virtual team-building games.
Job rotation across departments.
Have regular manager check-in meetings to examine and assess the new hires’ job fit and organizational fit.
Communicate the impact that new hire’s responsibilities have on the organizational outcomes.
Have a formal interview to provide constructive feedback to the new hires and to review the performance objectives.
New Hire Checklist
Federal & State Forms
W-4 Form (Federal & State)
Emergency Notification Sheet
Employee Information Sheet
Performance Evaluation Process explained
Employee Permits (food safety certification, if applicable)
Medical Insurance Handbook & Signup Forms
IRS Form 2120 for tip logs (tipped employees only)
Supervisor, manager, key co-workers and support personnel and their locations
Bathroom, break room, smoking room
Lockers or other areas for personal items
Storage closet, cleaning supplies, tools and equipment
Supplies, mail, message board, sign-in and sign-out, time clock
Parking, including restrictions
Building hours, work schedule, lunch and breaks
Employee Sign Off
Supervisor Sign Off
Wipe down desk surfaces including keyboards, armrests, and phones with sanitizing wipes
Clean electronic devices and screens using microfiber clothes
Use compressed air to reach the nooks and crannies in keyboards and small spaces
Untangle and label computer cords and cables
Purchase drawer dividers to sort office supplies in neat and easy-to-grab areas.
Re-organize supplies so that they are easily findable to everyone in the organization
The Break Room
Remove expired food from the fridge and clean the shelves
Clean cooked-on food splatters from the inside of the microwave
Clean the coffee maker and spilled grounds in hidden spaces
The Computer Cleanup
Set up email filters to send incoming emails to the right folders based on importance
Back up important files to a network location or external disk
Remove unused icons from your desktop
Remove software from your computers that you no longer use
Review shared storage drives and delete stray, unused files
Defragment your hard drive and/or perform a disk utility cleanup
New Client (New Property to Manage)
SEND MANAGEMENT DOCUMENTS VIA DOCUSIGN
IF US resident send - W9
If foreign investor, send W8-ECI
ACH Authorization Form
Authorization to add as additional insured
Owner HOA Disclosure
Owner Mortgage Disclosure
VERIFY MANAGEMENT DOCUMENTS SIGNED
IF US resident send - W9
If foreign investor, send W8-ECI
ACH Authorization Form
Authorization to add as additional insured
Owner HOA Disclosure
Owner Mortgage Disclosure
Update Management System
Contact Insurance company and add an additional insured
Copy signed documents from Docusign to owner folder
Create New Portfolio in Propertyware
Add owner information to Propertyware
Add building information to Propertyware
Review with owner any repair items
Take photos of home
Take video of home
New Client Onboarding
Send welcome letter
Send new client questionnaire
Connect on social media platforms
Create dropbox or Google folder for storing internal client documents
Create shareable folder with client
Ensure you have necessary assets of client - logo, colors, design guide
Establish billing information
Obtain primary email address for your newsletter
Obtain primary address for postal correspondence
Update CRM with client information
Internal Orientation Meeting
Assemble members of your team
Schedule the initial client meeting
Gather client materials
Determine attendants for both the client and firm
Plan for meeting (conference room, food, cleanliness, etc.)
Schedule the meeting
Prepare materials and coffee/snacks
Post Kick-off meeting
Follow-up phone call next day
Schedule 2-week follow-up phone call
Onboarding a New Software Developer
Before Day One
Review internal wikis to ensure all tool and internal process explanations are up to date.
Prepare physical equipment the developer will need, such as:
Create accounts for the developer on any external services, such as:
Create accounts for the developer on any internal services, such as:
Send the developer invites to team meetings
Assign a developer or project manager to guide and mentor the new developer
Day One (and possibly Day Two)
Gather employee information for payroll and other benefits
Introduce the developer to everyone on their team (the whole team, if it’s small, or their specific product team), including remote members, and make sure they know what each person does
Introduce the developer to any company resources, such as tech support and human resources
Introduce the developer to daily standups or scrums and explain how to participate
Take the developer out to lunch with their team (the whole team, if it’s small, or their specific product team) or arrange a team bonding time over video call
Monthly Close Process
Closing the books for creating monthly financial statements.
Post final accounts receivable entries
Post final accounts payable entries
Post final employee expense/payroll entries
Post other month-end entries (as required)
Complete depreciation journal entries
Prepare and post recurring monthly journal entries
Begin preparing nonstandard journal entries (including intercompany, if applicable)
Post nonstandard journal entries
Close subsidiary ledgers: fixed assets, payroll, A/P, and A/R
Post remaining intercompany transactions (if applicable)
Review to ensure intercompany balances are zeroed out and eliminated
Draft first version of financials
Conduct preliminary review of financials (soft close)
Complete bank reconciliations and post final cash
Post revenue, cost, and tax accruals (as required)
Draft revised financials
Draft revised footnotes and disclosures
Conduct comprehensive review of financials
Create and post final journal entries as required
Close general ledger and release financials for CFO signoff
Release financial statements (including appropriate footnotes and disclosures)
Begin management reporting and rolling budget cycle
Before Publishing a Blog Post
Would someone type my headline into Google?
Does my headline evoke curiosity?
Is my headline short and to the point?
Is my headline clear?
Am I using emotions?
Does my headline contain any popular keywords or phrases?
Am I hooking my readers?
It is concise?
Does it provide a detailed overview?
Did I include a picture?
Did I use subheadings?
Are my paragraphs fewer than 5 lines?
Am I creating a conversation?
Did I italicize my questions?
Am I telling a story?
Am I using media to enhance my content?
Is my content concise?
Am I trying to act smart?
Did I tie in any current events?
Which emotion am I appealing to?
Did I format my post correctly?
Did I link out to anyone?
Did I mention any experts in my post?
Did I back up my claims?
Did I end my post with a question?
Was I able to summarize my post within 3 short paragraphs?
Is my summary shorter than 200 words?
Did I leave things open?
Does my conclusion encourage people to read my content?
Am I publishing my post during the ideal time and day?
Should I publish the post on my site or someone else’s?
Am I collecting emails?
Do I have a lead magnet?
Do I have social sharing buttons throughout my post?
Did I create a list of social profiles within my space?
Am I using social media meta tags?
Did I mention my expert sources when sharing?
Have I direct-messaged influencers on LinkedIn?
Have I re-purposed my content?
Have I shared my content more than once?
GATHER EMPLOYEE INFORMATION FOR PAYROLL
Name (Full, Legal)
Date of Birth
Date of Hire
Direct Deposit (routing number, bank account number, and voided check) OPTIONAL
Create a GMail account for them
Add to Github Organization
Add to Manifestly
Add to Expensify
Add to Harvest
Share 1Password vault
Add them as a user on the website
Have them write and post their blog post announcing they joined
Add to Flowdock flows as necessary
Create Gravatar or link email to Gravatar account
New Tenant (Tenant Move In)
Before Move In
If property is built prior to 1978, forward Lead Paint Addendum to tenant prior to lease signing
Check if HOA requires a lease addendum, if so attach to lease
Prepare Lease Documents
Send Lease documents via DocuSign to tenant
Verify receipt of Tenant Signed Lease in DocuSign.
Verify receipt of Reservation Fee. Scan Reservation check and upload to cloud storage.
Deposit Tenant Reservation Fee
Sign Lease and upload signed Lease to cloud storage.
Email executed lease to tenant
If on FMLS, change FMLS listing to leased
Remove marketing advertising from Rently
Remove marketing advertising from Craigslist.
Confirm Move In Date with Tenant
SCHEDULING CLEANING AND MAINTENANCE
Email document "Moving into your new home" to tenants
Schedule House Cleaning
IF call box at front gate, contact HOA to add tenant to call box
Verify Security Deposit is bank cashiers check or money order
Complete Move In Inspection
Email inspection to tenant
Verify Receipt of insurance declaration w/ $100K liability
AFTER MOVE IN
Post Security Deposit to Tenant Ledger
Deposit Security Deposit to Bank
Send email to tenant asking if any questions/concerns after move in.
This workflow was created by Nicole Legault, https://nlegault.ca
Send welcome email to new hire including...
Complete the background check
Add new hire to HRIS/Personnel systems
Prepare forms and documents
Provide employee handbook
Provide benefits information
Announce new hire and start date
Schedule a first day check in with HR
Schedule team lunch
Schedule lunch with CEO
Schedule check-in meetings
Provide new hire information about
Assign a peer mentor
Send a welcome email
Introduce to the team
Introduce to stakeholders and key contacts
Prepare training schedule
Set goals for new hire
Schedule day 1 meeting and discuss
Order any required IT hardware
Create Active Directory User ID
Create email account
Provide access to shared networks
Provide security system access (physical and virtual)
Provide access to distribution lists
Provide access to databases
Provide access to company system
Provide access to company accounts
Setup and configure computer
Deliver IT equipment (remote)
Setup and configure office phone
Setup and configure mobile device
Provide login credentials
Provide training on
Provide instructions to
Schedule a first day IT check in with new hire
Order company swag
Setup desk and workspace
Take employee photo
Create security ID badge
Create parking pass
Provide tour of office
Add new hire to payroll
Provide training on how to submit expenses
Send welcome email to new hire
Schedule day 1 meeting
Schedule week 1 meeting
Schedule month 1 meeting
Schedule month 2 meeting
Job Interview Checklist for Employers
Before the interview
Define the ideal candidate for the position; what type of qualifications, experience, and skills should the candidate possess.
Map out the interview process; the number of interviews and how you are going to conduct them.
Decide the time frame for the interview process.
Familiarize yourself with the candidates’ resumes; their background, work history, career goals, etc.
Mark any areas in the resume that is vague or unclear so that you can ask the candidate to elaborate on them during the interview.
Compile a structured interview questionnaire. Here are some best tips that are worth checking out.
Develop an interview scorecard with a rating scale so that you can easily compare interviewees while avoiding any biases.
Assemble the hiring team to have an initial discussion about the interview so that it can run smoothly.
Schedule the interview and inform the candidates about the time, venue, and method of contact.
Communicate to the candidate how to prepare for the interview, guidelines to follow, dress code so that they can demonstrate their best at the interview.
Assign a responsible person to answer any queries that the prospects might have about the interview.
Get all materials required for the interview in handy; applicant resumes, interview questionnaire, scorecards, a notebook to take notes, etc.
Assemble the interview panel to the scheduled venue at least 15 minutes before and get ready.
Send meeting invites to all involved
During the interview
Introduce yourself and the interview panel.
Have a short informal chat to make the candidate feel at ease without jumping directly to the questions.
Explain the interview process, its objectives, and the intended duration.
Sell your company by giving an overview of your organization.
Sell the position that needs to be filled explaining what the job role entails and the benefits that the candidate can reap if selected.
Commence the interview by asking more general questions first.
Give the candidate the opportunity to elaborate on his/her ambitions, interests, and opinions so that you can pinpoint certain behaviors that may have an effect on job performance and identify if their personality traits match your culture.
Next, ask personalized questions that help you clarify anything about the candidate.
Behavioral and context-based questions that let the candidate shine.
Welcome questions from the candidate to show them that you genuinely care.
Explain the next steps of the interview process. This should cover the following.
Conclude the interview in a way that appreciates the candidate’s time and interest in the job.
After the interview
Schedule time with the panel to review the notes taken during the interview.
Assess which candidates stood out the most and discuss why they can be a great addition to your organization.
Discuss everyone’s opinion about which candidate to be hired supported by evaluations.
Make the final decision.
Debrief with your interview panel to see what worked well and what did not and discuss suitable measures to improve the interview process in the future.
Convey the good news to the selected candidate while congratulating him/her.
Notify the other candidates politely that your organization has decided not to proceed with their applications.
Applicant Review (Tenant Screening)
Email address of applicant
Date of move in
Address of property
Employment & Previous Landlord Confirmation
Reach out to previous landlord to ask questions about prospective tenant.
Send a landlord verification form for them to fill out and fax back to you.
Send employment verification to employer to complete
Credit Report & Background Check
Run credit check
Applicant credit score
Death index check
Criminal record search
Sex Offender Report
Name and Address Validation
Consigner contact name
Accepted or Rejected?
Start the New Tenant Onboarding workflow
Send rejection email
Blog Post Promotion
If originally published to Medium, repost to company blog; and vice-versa
Set up schedule for the first 4 weeks of social media updates using Buffer (Hootsuite/etc)
Pin to Pinterest if appropriate
Ensure people in the organization have recommended the Medium post
Republish on LinkedIn pulse
Make sure all team members have RTd/shared the blog post
Share on sub reddit related to the topic
Reach out to influencers or people mentioned in the post to ensure sharing
Repost as SlideShare