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Interview Protocol:

Everyone in the hiring process should be on time with their appointments. Imagine how embarrassing it would be if one of your interviewers does not keep their appointment with a candidate. Good candidates have multiple opportunities and must be treated as customers.

Evaluating the Candidates and Making a Selection:

Internal candidates should be evaluated using the same objective criteria as used with external candidates this will ensure the most qualified candidate will be hired in the role based on the performance profile.

Background and Reference Checks:

The organization should do due diligence by reference checking before extending an offer. The best reference pool includes current or previous managers, peers, direct reports and co-workers which gives you accurate 360 degree feedback mechanism. It is recommended that all offers of employment are contingent upon verification of education, references, financial accountability and other checks, including criminal conviction history.

Hiring Cycle:

A timely hiring process is essential as good candidates have been lost to the opposition because of long drawn out hiring processes. A recommended hiring process should be no longer than three weeks preferably less if possible.

New Hire Orientation:

An organization spends considerable money recruiting, interviewing and perhaps even relocating employees, it makes good sense to go one step further and make the new employee feel good about their decision.

A thoughtful new employee orientation program, coupled with an employee handbook that communicates workplace policies can reduce turnover and save the organization thousands of dollars. Apart from the normal orientation activities the following is a list of thoughtful tips for a new hire to feel really welcomed:

1. A phone call, letter or e-mail from the CEO welcoming them to the organization and an invitation to visit their office on their first day (or that they will stop by their work space).

2. Send a welcome gift to the family e.g. a fruit basket or corporate t-shirts, etc to make the new hire feel they are member of the team.

3. New hire luncheon with a team member on the first day.

4. Place a welcome message and or picture on the corporate web site or in the company newsletter.