When to use this?

If you have a need to increase your team size then you need to complete this process.

Point to keep In mind

a. Think creatively about how to accomplish the work without adding staff (improve processes, eliminate work you don’t need to do, divide work differently, etc.).

b. A duly filled Hiring Requisition Form needs to be updated on Vacancies @ http://care.cometchat.org  and the appropriate email to be sent out internally as well as to external consultancies and placement agencies.

Checklist for Hiring Employees

  • Determine the need for a new or replacement position.
  • Hold a recruiting planning meeting with the Business Support.
  • Develop and prioritise the key requirements needed from the position and the special qualifications, traits, characteristics, and experience you seek in a candidate. (These will assist the Business Support to search and screen resultant resumes for potential candidate interviews.)
  • Develop the job description for the position.
  • Determine the salary range for the position.
  • Decide whether the department can afford hiring employees to fill the position.
  • Fill up the Hiring Requisition Form.
  • Post the position internally on Vacancies @ http://care.cometchat.org
  • Get Business Support to send an all-company email to notify staff that a position has been posted and that you are hiring employees.
  • All staff members can apply for the position internally.
  • Schedule an interview, for internal candidates (In all cases, tell the candidates the timelines you anticipate the interview process will take.)
  • Hold the interviews with each interviewer clear about their role in the interview process. (Culture fit, technical qualifications, customer responsiveness and knowledge are several of the screening responsibilities you may want your interviewers to assume.)
  • If no internal candidates are selected for the position, make certain you clearly communicate with the applicants that they were not selected. Whenever possible, provide feedback that will help the employee continue to develop their skill and qualifications. Use this feedback as an opportunity to help the employee continue to grow their career.
  • If an internal candidate is selected for the position, make a written job offer that includes the new job description and salary.
  • Agree on a transition timeline along with the internal candidate and Business Support.
  • If you've created another internal opening, begin again.
  • End the search.
  • If no qualified internal candidates apply, extend the search to external candidates, if you didn't advertise the position simultaneously.
  • Spread word-of-mouth information about the position availability in your industry and to each employee’s network of friends and associates.
  • Network and post jobs on online social media sites such as Twitter and LinkedIn. Ask your employees to publicise the position through their online social media networks.
  • Place a classified ad in newspapers with a delivery reach that will create a diverse candidate pool.
  • Recruit online. Post the classified ad on jobs and newspaper-related websites including the company website.
  • Post the position on professional association websites.
  • Talk to Campus Recruitment Teams.
  • Contact Consultancies.
  • Brainstorm other potential ways to locate a well-qualified pool of candidates for each position.
  • Send emails to each applicant to acknowledge receipt of the resume. (State that if the candidate appears to be a good match for the position, relative to your other applicants, you will contact them to schedule an interview. If not, you will keep their application/resume on file for a year in case other opportunities arise