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.
Employee Onboarding
This workflow was created by Nicole Legault, https://nlegault.ca
HUMAN RESOURCES
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 orientation
Schedule team lunch
Schedule lunch with CEO
Schedule check-in meetings
Provide new hire information about
HIRING MANAGER
Assign a peer mentor
Send a welcome email
Introduce to the team
Introduce to stakeholders and key contacts
Schedule one-on-ones
Prepare training schedule
Set goals for new hire
Schedule day 1 meeting and discuss
IT/SECURITY
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
FACILITIES
Order company swag
Setup desk and workspace
Take employee photo
Create security ID badge
Create biometrics
Create parking pass
Provide tour of office
FINANCE
Add new hire to payroll
Provide training on how to submit expenses
PEER MENTOR/BUDDY
Send welcome email to new hire
Schedule day 1 meeting
Schedule week 1 meeting
Schedule month 1 meeting
Schedule month 2 meeting
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.
ROLE CLARIFICATION
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.
TASK DELEGATION
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.
PERFORMANCE APPRAISAL
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.
Recruiting Remote Workers Checklist
HIRING NEED
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.
JOB ANALYSIS
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.
JOB ADVERTISEMENT
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.
HR Covid19 Checklist to Manage the Return of Employees to the Office
WORKPLACE SAFETY
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.
EMPLOYEE PRODUCTIVITY
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.
Employee Termination
Update Systems
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
Retrieve Items
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 Information
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

Ready to take control of your recurring tasks?

Start Free 30-Day Trial


Use Slack? Sign up with one click