Question

Victoria works in the human resources department of a small company. The president of the company wants to hire a new employee. What tasks will Victoria most likely need to do so she can find and hire the right person?

Answer 1

She’ll need to carry out the full recruiting and selection process plus the paperwork and onboarding that follow. Typical tasks, in logical order:

1. Clarify the need
- Meet the president/hiring manager to define the role: duties, responsibilities, required skills/experience, must-haves vs nice-to-haves, reporting line, full/part-time, remote/hybrid, start date.
- Agree salary range and benefits package.

2. Create the job documentation
- Write/update a clear job description and job specification.
- Prepare a job posting (include EEO statement and any required company language).

3. Plan and launch recruiting
- Decide recruiting sources (internal posting, employee referrals, company website, LinkedIn, job boards, recruiters, college recruiting, local networks).
- Post the job and promote it.

4. Screen applicants
- Collect applications (use an ATS if available).
- Review resumes/CVs and cover letters; shortlist candidates against the must-have criteria.

5. Initial assessment
- Conduct phone or video screening to confirm basics (experience, availability, salary expectations).
- Administer job-related tests or work samples if appropriate.

6. Coordinate interviews
- Schedule structured interviews with the hiring manager and relevant team members.
- Prepare interview questions/scorecards tied to the job’s competencies.
- Train interviewers on lawful, consistent interviewing and bias avoidance.

7. Evaluate and check
- Collect interview feedback, score candidates, and identify finalists.
- Check references and verify credentials/education.
- Perform background checks or drug tests as required (with candidate consent and in compliance with law).

8. Make the offer
- Prepare a written offer letter detailing salary, start date, conditions of employment, benefits, contingencies.
- Negotiate and obtain final approvals.
- Send the offer and secure candidate acceptance.

9. Onboard the new hire
- Complete new-hire paperwork (I-9, tax forms, NDAs, etc.), benefits enrollment, IT accounts, and workspace/equipment setup.
- Coordinate orientation, training plan, and introductions to the team.

10. Close out and compliance
- Notify and provide feedback (as appropriate) to unsuccessful candidates.
- Keep recruitment records for legal retention requirements.
- Ensure all steps complied with employment laws (EEO, ADA, FLSA, state rules).

If you’d like, I can give templates for a job description, a phone-screen script, an interview scorecard, or an offer letter.