Tom CarrollLunch&Learn Work-Bench

The smaller the team the more critical the “right” hire becomes to the success of the

team.

Need ExistsPosition is DescribedSearch is DoneCandidates are Screened

Interviews OccurHire is Made

• Pain Point• Creates the Need• Decisions

Temporary issue or permanent needResult DesiredKnowledge, skills, ability and experiences needed to get the result

Add to team – yes or no

Summarize RoleDescribe the Background

Declare Expected Results

Define Your Culture

Warm IntroductionPosting onlineRecruiters

Retained versus contingentUsually fee of 33% of compensation

Review resumes for match to background and experience

Consider initial phone interview to confirm experience, cultural expectations and potential fit

Prepare comments to share with candidates about your company and culture – you are recruiting them as well

If after 10 minutes you are not feeling it, end the interview and move on – consider it speed dating for the business world

Behavior Based QuestionsTell me about a time when you………Looking for candidate to describe a specific

situation, an action they took and the result of that action (SAR)

Who’s talking? Legal Compliance

See Interview Tip Sheet

Offer LetterInclude: job title, pay rate, start dateConsider including: at will

employment, expected end date of assignment if contingent or short term

NY requires “Notice and Acknowledgement of Wage Rate and Designated Payday”See Form ▪ http://www.labor.ny.gov/workerprotection/laborstandards/employer/wage-theft-preven

tion-act.shtm

Prior to first day, have a “What to expect” conversation – what to wear, bring and do

Paperwork to set up payroll (W2, banking)

Complete I-9 paperworkhttp://www.uscis.gov/files/form/i-9.pdf

Workspace and suppliesIntroductions and tourReady, Set, Start

For Attending Our First

Lunch and Learn