Recruiting & Onboarding

Recruiting

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Onboarding begins during recruiting. The candidate experience matters and is something each organization is responsible for. It also plays a huge part in your ability to hire and your rate of acceptance!

The candidate should understand the entire interview schedule and process. This is usually the responsibility of the hiring manager or interim/supporting HR. The process should be consistent for all candidates to ensure each are fairly assessed. As your team grows, create balanced interview teams of diverse employees. Assign interview focus areas for each interviewer to create a dynamic experience for the candidate and to avoid their having to repeat themselves with each interviewer. An Interview Rubric can be a helpful tool for interview teams to use and can be edited for your role and approach.

In your interview, let the candidates know:

• The general structure / plan for the interview.
• To use the time efficiently, you may need to interrupt, redirect or speed up their answer.
• You will be taking notes (NEVER ON THE RESUME- use a new doc for all interview notes!).
• They will have an opportunity to ask you questions.

Before asking behavioral based questions explain that:

• You want specific examples in their answers. You prefer recent examples.
• You want them to focus on their role - it’s ok to say “I”.
• It’s expected that they may need to pause to reflect, so silence is ok. This should be an 80/20 experience where the candidate does 80% of the talking and the interviewer does only 20%.

If you are not moving forward with a candidate, close the loop!

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Reducing Bias in Interviews/Recruiting Infographic

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Bias Basics

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Behavioral Interview Questions

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Illegal Interview Questions

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Interview Rubric

Download Excel File

Job Spec Templates

Our Job Spec library is dynamic and ever-growing. If you have a role you think we should add, please feel free to send to Andrea or Sarah directly. If editing an existing template or using one of your own, be sure that each job spec is deliberate, concise and inclusive.

See below

Phone Screen Template

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Reference Template

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Onboarding

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Employee Files: "What Goes Where"

Please see attached file.

Seed Benefits Summary Template

Please see attached file.

New Hire Checklist

The Society for Human Resources (SHRM) research points out that 69% of employees are more likely to stay with a company for three years if they experienced great onboarding and organizations who commit to a structured onboarding program experience 50% greater new hire productivity and ultimately contribute to a rich and productive environment because they are being encouraged to bring their best selves to work. The onboarding process sets the tone for a new hire so remember to customize where possible and be intentional about communicating everything from benefit offerings, to what to expect on Day 1 and soliciting name pronunciation on your new hire checklist. One small but thoughtful action is encouraging all employees to include their preferred pronouns in their email signature, video conferencing, etc.

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“_________ (Company name) strives to create a workplace that reflects the diversity of _________ (our XYZ patients or customers), and an environment where all feel included. As you join our team, we want to ensure we refer to you in the way you prefer (e.g. given name, nickname, phonemic spelling to ensure correct pronunciation, pronouns, etc.). Please be sure to provide any of the information that is important to you when you return your____________ (new hire paperwork/form). We are looking forward to welcoming you to __________ (Company name)!”

Download Word document

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30-60-90 Day Plan

Develop a 30/60/90 Day Plan

·        Plan can/should be simple

·        Goal is to be clear about top priorities and facilitate effective integration

·        Should be consistently reviewed during the first90 days

The 60 – 90-day window is a critical time to ensure inclusion, belonging and clarity of impact.  Keeping focus on 3 key outcomes will keep you and your new hire on track.

It's easy to lose track of time and forget to take a step back to help your new hire during this time. Scheduling dedicated time to meet at the 30/60/90-day marks and to get feedback on how they are feeling about 1) their onboarding; 2) their role; and 3) the culture and the team will be time well spent! It's easiest to leave a job in the first 90 days and these purposeful check-ins will allow any necessary course corrections needed to ensure your new hire is feeling increasingly connected and impactful.

Finally, asking the same questions each time (and keeping track of major themes) will allow you to spot where your organization is excelling and any areas of improvement.

Download PPT

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