Preparing for a career in recruitment? Trying to make sense of recruitment certifications?
Recruiting and Human Resources professionals take surprisingly divergent routes. There really isn’t a recognized ‘right way’ to do it.
Some enter the profession from a business management background. Others transfer from sales or even sociology.
But if you’re starting out—as opposed to moving into recruiting mid-career—what’s the best way to get there?
PHR or SHRM
There are two organizations you need to know about; SHRM (Society for Human Resource Management) and HRCI (Human Resources Certification Institute).
HRCI used to be part of SHRM. In 2014, SHRM quit offering PHR certification. SHRM started offering its own certifications.
There isn’t a consensus in the HR industry on which certification is better. Ask a roomful of HR pros and you will spark a heated discussion. There are strong opinions in both camps. I’m not going to recommend one over the other. Suffice to say, if you want to be a professional recruiter, get either your PHR or SHRM. Note that you need a Bachelor’s Degree first. A Master’s is even better. Also, to be eligible to take the exams, you need some HR experience. The requirements vary depending on the certification.
HRCI offers the PHR (Professional in Human Resources) and related certifications. HRCI has designed the PHR to ‘demonstrate your mastery of the technical and operational aspects of HR management, including U.S. laws and regulations.’
The topics covered and their respective weighting is as follows:
- Workforce planning and employment (25%)
- Employee and labor relations (20%)
- Compensation and benefits (19%)
- HR development (18%)
- Business management and strategy (11%)
- Risk management (8%)
HRCI offers several related credentials:
- aPHR Associate Professional in Human Resources
- PHRca Professional in Human Resources — California
- PHRi Professional in Human Resources International
- SPHR Senior Professional in Human Resources
- SPHRi Senior Professional in Human Resources International
- GPHR Global Professional in Human Resources
Let’s talk about the SHRM credentials.
- SHRM-CP Society for Human Resource Management Certified Professional
- SHRM-SCP Society for Human Resource Management Senior Certified Professional
SHRM organizes eight behavioral competencies into three areas as follows:
- Leadership (Leadership & Navigation, Ethical Practice)
- Interpersonal (Relationship Management, Communication, Global and Cultural Effectiveness)
- Business (Business Acumen, Consultation, Critical Evaluation)
According to SHRM, their certifications are designed to measure practical application of HR knowledge with questions based on ‘on-the-job scenarios and realistic work situations.’
When you have your general HR certification, you can consider recruiting-specific training. There are many good options, depending on your career goals.
AIRS Alliance of Information and Referral Systems
- CIR Certified Internet Recruiter
- ACIR Advanced Certified Internet Recruiter
- CDR Certified Diversity and Inclusion Recruiter
- CSSR Certified Social Sourcing Recruiter
- PRC Professional Recruiter Certification
- CSMR Certified Social Media Recruiter
- CMVR Certified Military Veteran Recruiter
- ECRE Elite Certified Recruitment Expert
NAPS National Association of Personnel Services
- CPC Certified Personnel Consultant
- CTS Certified Temporary Staffing-Specialist
CPSP The People Sourcing Certification
- CPSP-1, CPSP-2 Certified People Sourcing Professional
The Sourcing Institute
- TSI Levels: Member, Specialist, Professional, Leadership, Leadership Only
Social Talent: Social Talent Internet Recruitment Certifications
Learn from their short 2-3 minute videos at your own pace.
- Social Talent Internet Recruitment Certifications: Orange Belt, Blue Belt, Brown Belt, Black Belt
What Are The Benefits of Recruiting Certifications?
Gaining more career knowledge is always good. When choosing which certification to pursue, identify your primary goal. Do you want to get a promotion at your current company? If the recruiting positions are in high demand, a certification can give you an edge. A certification is helpful if you want to transfer from general HR to a recruiting position. Or perhaps you simply want additional skills to perform your job better.
Another thing to consider is the type of recruiting position you are seeking. Each recruiting certification has a specific area of focus. Here are the most common recruiting positions:
- Talent Acquisition Manager
- External Recruiter
- Executive Recruiter
- Internal, Inhouse, or Corporate Recruiter
Emerging Careers in Recruitment
- Diversity Hiring
- Recruitment Analytics
- Candidate Experience Specialist
- Online Recruiting Specialist
Are you currently an HR generalist (or working in another field) and want to transfer to a recruiting position? Your experience may line up with one of the newest positions in the recruitment industry. For example, if you are currently working in digital marketing, you could apply your experience as an Online Recruiting Specialist. If you are a Data Analyst, you could move into a Recruitment Analytics position.
By Liz Strikwerda
You currently have a mission-critical position to fill and a fairly tight deadline to hire a qualified person to do the job. You have posted the position on your website and other outside resources like Monster, CareerBuilder, Indeed and Craigslist.
What comes next is a stack of resumes. Followed by the interview process. In 2019, you’re competing with many other companies to find the best talent. You can’t afford a slowdown in your process. The top candidate could be hired by your competitor. But you need to proceed strategically so you don’t hire the wrong person.
The Interview Feedback Review Process
You pick up the first resume and encounter some mission statements like…
- “Motivated individual seeks challenging position for personal and professional growth”
- “Industry expert and thought leader available to implement revenue-ramping methodologies.”
- “Professional guru with proven track record of driving key performance metrics seeks next challenging opportunity.”
…and you then proceed to read through four more pages of the resume. Buried in the resume amid the industry keywords and buzzwords is the information that is relevant to your open position. After reading about 10 of these resumes, you can’t remember which candidate had which qualifications. It’s a good idea to organize the applicants into categories like “Unqualified”, “Potential” and “Top Prospect” as you are reviewing the resumes so you can focus on the shortlist of more qualified candidates when you revisit them.
The next step in the process is to make every effort to forward only the best applicants to your manager for review, so you don’t waste the manager’s time and earn his/her confidence that you understand the critical needs.
Obtaining Interview Feedback
One of the most challenging aspects of the hiring process is about to occur… obtaining useful feedback from your staff during this review process. No matter how many employees you engage in the hiring process, it’s important that you gather the feedback in a consistent and meaningful way. One of the best ways to standardize feedback is to create candidate evaluation forms and request that they are filled out by your managers and staff during the review process.
Candidate Evaluation Forms For Interview Feedback
What is a candidate evaluation form? It’s a tool that allows members of the hiring team to rate applicants based on the same criteria.
How Does a Candidate Evaluation Form Improve Recruiting?
1. It ensures each interviewer is thorough in their evaluation
2. It speeds up the interview feedback process
3. It helps prevent bias in job interview evaluation
4. It measures hard and soft skills
5. It simplifies collaboration among your hiring team
6. It helps differentiate candidates with near-identical qualifications
7. It saves time when first-round rejected candidates are considered for future positions
8. The systemized scoring increases the usefulness of your talent pipeline database
Standardize Interview Feedback
Utilizing multiple choice, ratings or scale questions when requesting feedback may prevent receiving vague reasons they are not interested and emails that are difficult to interpret. While you will find feedback questionnaires helpful during the review process, you will find them even more necessary after the applicant has been interviewed.
When each member of the hiring team contributes to the interview feedback form, you elevate the entire process. Each person’s perspective and expertise improves the scoring. The result? You will find best-fit employees quickly.
Job Interview Evaluation Comments Samples
Here are some examples of effective interview feedback evaluation forms. You can modify them as appropriate for the specific position. For example, if the position requires additional skills not listed here, add the skills to the first evaluation sample.
Interview Feedback Examples (Pre Interview)
Very often the manager reads the candidate’s resume and uses a gut feeling to determine if the candidate should be considered. They may even make a judgment based on the resume format, the number of jobs and where they went to school. If you ask the manager exactly what it is they liked or didn’t like, you will receive more meaningful information and can make a more informed decision about whether you should invite this candidate in for an actual face to face interview.
Examples of Effective Manager Feedback Questions (Post Interview)
The feedback you receive from the staff involved in the face to face interview can also be based on more fair and factual information if guidelines for evaluation are distributed. It is recommended that the skills or competencies needed to be successful in the job are listed so the interviewer can explore these areas during the interview and rate each candidate effectively. Please note the two different examples below.
Negative/Positive Interview Comments Example #1
Negative/Positive Interview Comments Example #2
How Job Interview Feedback Fits in the Applicant Journey
Job interview evaluation influences other applicant touchpoints. As such, it can help you improve job descriptions, interview scripts, and other candidate communications.
It also helps members of your hiring team become better at evaluating candidates. It’s a key best practice for any company that is serious about improving hiring outcomes.
Benefits of a Structured Interview Feedback Process
- Avoids typical evaluations of candidates that may be filled with ambiguity, superficial statements, and generalizations.
- Your hiring decision is based on objective information that the candidate’s skills match your job or project requirements—not because they are an excellent resume writer.
- The standardized evaluation questions point out the different opinions of the interview/ evaluation staff and help raise any red flags about the candidate.
- Ensures your hiring process is in compliance with the Equal Employment Opportunity Commission (EEOC).
- Helps avoid costly hiring mistakes.
- Using multiple selection methods helps to ensure you are choosing the best candidate–No single technique on its own can predict on-the-job performance and success.
- Streamlines the process and ensure a better, fit—increasing employee retention and productivity.
The labor shortage is intensifying. Companies large and small are struggling to find qualified hires. Upper level positions sit unfilled a year after the job was posted.
ApplicantStack Understands Recruiting Challenges
For universal, detailed guidance on each step of the hiring process, consult our series How To Hire Your Perfect Next Employee: The Ultimate Guide. Make sure you are following best practices. We have a blog post for each step:
If you are following the guidance in our series, keep reading for additional techniques.
Because of the challenging hiring market, we will be focusing in detail on hiring strategies for specific industries. In the next few weeks and months, we will describe innovative methods for finding talent in the current hiring climate.
Today’s post outlines methods that can be used in any industry. Some work better for smaller businesses. Others work better for larger enterprises. If you can’t find workers, there should be several techniques here that can help.
1. An ATS Is Not A Luxury—It’s A Necessity
It bears repetition, if you haven’t adopted an ATS, do it now. If you are using paper-based recruiting, you are already at a disadvantage. An applicant tracking system (ATS) is no longer a luxury. Some of the techniques described in this post can be used with a manual recruiting process. But many have to do with HOW you use your hiring software. As such, they wouldn’t help you if you don’t use an ATS.
2. Contact Your Local Colleges and Universities
If you need college grads, grab their attention right when they graduate. Or better yet, just before. During their last semester, they are worried about finals. Many haven’t launched a full-on job search yet. You can catch their interest before you are competing with other employers.
Your local schools have careers offices that can help you advertise your jobs on campus. Participate in career fairs. Or host your own! Demonstrate your commitment to your community and strengthen your employer brand.
This technique is crucial if you are in a rural area. If you have highly specialized positions, it’s also a great method for targeting educated employees.
3. Network With Educators
This technique builds on the previous. Don’t forget to network with local college and tech school professors and careers counselors. If you employ remote workers, you can expand beyond your community. Build a relationship with those that are training the next generation of workers. They will become a valuable hiring resource.
4. Refresh Your Recruitment Marketing
If your current advertising is not working, you’ve got to mix things up. Tweak your job descriptions. Search your competitors to see how they are advertising for the same jobs.
Do your current job descriptions start out with the skills and experience needed? Re-organize your descriptions. Start with your organizational culture. Follow that with soft skills. Finish up with the other requirements.
In addition to reformatting the layout, refresh on a micro-level as well. Re-write your job titles, skills descriptions, and company perks.
Talk to your current employees. Ask them what they like most about your company. Make sure you include those things in your descriptions. They will give you ideas for articulating your company culture.
In ApplicantStack, you can save your job descriptions. ApplicantStack analytics show you how different versions perform. Use your ATS data for A/B testing.
5. Expand Flexible Working Arrangements
Consider creating more remote positions. This will expand your hiring pool to, well, the entire English-speaking world. Use ApplicantStack to post to additional locations.
6. Make Social More Effective
When it comes to recruiting, many companies treat social media as an afterthought. This is unfortunate because more and more job seekers are looking on social media sites for jobs. Or, perhaps more accurately, they are finding jobs on social media even when they AREN’T job hunting. This fact is important.
Post jobs on more social media sites. ApplicantStack makes this quick and easy.
As far as how you label them, don’t segregate these postings only as ‘Careers Postings’ or ‘Job Openings.’ Work them into more of your company’s social marketing. This takes creativity, but it will expand your reach with passive candidates. And remember, many people who see your social sites are passive candidates.
7. Tap Your Applicant Pipeline
This technique depends on a good ATS. For all previous hires, you isolated a pool of top candidates. You screened them. You interviewed many of them. A lot of work has been finished. Reach out to the almost-hired’s. The fact that they already applied means they were interested in working at your company. This is an important advantage.
8. Build Candidate Relationships
This technique is the natural progression from the previous. Think of each previous quality applicant as a ‘client.’ Nurture your client/applicant relationships. Formalize communications in your ATS.
9. Never Stop Evaluating Your Candidate Experience
Here are important questions to ask:
- Do you have an employee-centric application process?
- Is your application too darn long?
- Do you communicate with their preferred methods? (Hello texting!)
- Do you make it easy to schedule interviews?
- Is your careers page optimized for mobile?
- When they come in for an interview, is your team ready for them?
- Do you offer video interviewing?
- Is the interviewer prepared?
- How long does it take your team to make a decision?
10. Expand Internal Recruiting
It’s not enough to send an email that says, ‘We have a sales position open, spread the word.” Expand your thinking. Ask your employees about great co-workers from previous jobs.
Use a well thought-out process for asking for referrals. Create a script for referral communications. ApplicantStack has a template for requesting employee referrals. If you aren’t currently using it, now’s the time to put it to work.
Adapt the process you use for outside applicants. (Again, consult our series How To Hire Your Perfect Next Employee.)
An HR portal is invaluable for internal recruiting programs. SwipeClock’s WorkforceHUB has tools for internal recruiting and employee engagement. WorkforceHUB now includes ApplicantStack Recruit and Onboard! This all-in-one HR platform allows you to integrate your recruiting and core HR functions with ease.
11. Consider Promotions
Internal recruiting can include promotions. If you are having trouble filling a mid-level position, consider training a lower-level employee. It might be easier to fill the lower-level position.
Talk to managers. There might be a team member performing the necessary tasks. Especially if the position has been unfilled for a while. After all, someone is doing the work.
Consider the advantages of an existing employee. They have already been vetted. They have assimilated. This fact may trump their relative lack of experience in a higher position.
Use performance reviews to evaluate soft skills that could transfer to another position. Hopefully, you have a formal performance review process with thorough documentation.
Make it effortless for your staff to post open positions to their own social media sites. Create a referral reward program.
12. Leverage the ApplicantStack Knowledge Base
Review these articles in our recruiting and HR library. They are full of valuable hiring guidance—especially for hiring during a labor shortage. If you previously read them, keep in mind that some things may be more relevant for your company now. We wish you success as you work to overcome your hiring challenges.
Important Compliance Notice For New York City Employers
The New York City Human Rights Law (NYCHRL) was expanded to include protections for family planning decisions. The law became effective May 20, 2019. It applies to companies with 4 or more employees.
Under the new law, sexual and reproductive health decisions are defined as ‘any decision by an individual to receive services, which are arranged for or offered or provided to individuals relating to sexual and reproductive health, including the reproductive system and its functions.’
- fertility-related medical procedures
- sexually transmitted disease prevention, testing, and treatment
- family planning services and counseling including birth control drugs and supplies, emergency contraception, sterilization procedures, pregnancy testing, and abortion
NOTE: It does not require covered employers to provide specific reproductive health benefits. It is designed to protect employees from discrimination based on their sexual and reproductive health choices.
What Do I Need To Do?
You will need to update all equal employment opportunity (EEOC) notices and policies. This include recruitment marketing, applicant communications, and your employee handbook.
2. Describe the new protections as ‘sexual and other reproductive health decisions.’
3. Educate your hiring team, HR staff, and managers on changes made to company policies.
If you use recruiting agencies/headhunters, it’s a good idea to contact them about this change. You want to verify that they are aware of the new law and have reviewed their policies. This is especially important if they are located outside of New York City.
Applicant Tracking Systems Simplify Compliance
Following local, state, and federal employment regulations is difficult without HR software. Compliance can be one of the most stressful aspects of the recruiting process. There is no margin for error.
If you aren’t currently using an applicant tracking system (ATS), it’s a perfect time to start. ApplicantStack recruiting and onboarding software streamlines compliance with workplace laws.
ApplicantStack helps you document and maintain compliant hiring and onboarding practices. When laws change, you can update your hiring and onboarding materials quickly.
We have a comprehensive HR solution as well. WorkforceHUB from SwipeClock is a unified Human Resources portal that allows you to manage all core HR processes. It includes ApplicantStack recruiting and onboarding tools.
Create and manage compliant:
- Applications & screening questionnaires
- Job descriptions
- Structured interviewing questions
- Onboarding documents
- Staff training materials
- Employee handbooks
ApplicantStack can be customized for city, state, or federal employment laws. Whether you live in New York, Tulsa, or Chicago, we help you manage your business legally and efficiently.
In order for HR directors to cope with contemporary challenges, they need current information. Since HR spans multiple disciplines, it can be a full-time job keeping up. We’ve rounded up the best minds in the industry so you don’t have to.
16 HR Influencers You Should Be Following
1. Ward Christman
Twitter @HRTechAdvisor LinkedIn
Chief Advisor at HR Tech Advisor, Co-Founder @HRTechAlliances
As an applicant tracking system software company, we follow Christman closely. He has over 20 years experience advising e-recruiting vendors. But you don’t need to be an ATS provider to benefit from his guidance. Check out his LinkedIn page where he lists 15 areas of business expertise. Any startup or established company can profit from his knowledge.
2. Glen Cathey
Twitter @GlenCathey LinkedIn
Recruiting, Sourcing, Strategy, Innovation, Ethical AI, Data/Analytics, Search/Match, Lean, Agile, Social Engineering. Speaker, Blogger, INTJ, He/Him
Glen’s Twitter bio line (listed above) reflects his breadth of experience. If you have an applicant tracking system, you are employing technology he helped to develop. When you read his blogs, it’s easy to see why he advises the experts.
3. Sharlyn Lauby
Twitter @sharlyn_lauby LinkedIn
Author, Speaker, Blogger, HR Consultant
Founder of HR Bartender, President of ITM Group Inc.
The Society for Human Resource Management (SHRM) named HR Bartender one of the top 5 HR blogs. Lauby posts several times a week, writing about topics that span the HR world and beyond. She’s also the president of ITM Group Inc., a training and human resources consulting firm. She has written books on recruiting, effective meetings, leadership training, and employee engagement.
4. Jon Ingham
Twitter @joningham LinkedIn
Author, Keynote Speaker, People and Organization Development Strategist
Jon Ingham is a global thought leader on values-based HCM and HR technology. Millions of people visit his blog, Strategic HCM, every week. His 2006 book ‘Strategic Human Capital Management: Creating Value through People’ has never been more relevant and should be required reading for any HR director.
5. Trish McFarlane
Twitter @TrishMcFarlane LinkedIn
Blogger, Podcaster, Speaker
CEO and Analyst for H3 HR Advisors, CEO/Co-Founder of HRevolutionize, LLP
Author of HR Ringleader Blog
Trish McFarlane has worked in public relations, public accounting, IT, and healthcare. You can catch Trish on her podcast which she co-hosts with Steve Boese (featured below). You can also follow her on Twitter where she has 43K+ followers. She advises on social media, leadership, change management, training, and performance management. If you work for a large firm that’s growing quickly, it’s worth your while to tap her knowledge.
6. Steve Boese
Twitter @SteveBoese LinkedIn
Blogger, Podcaster, Tech Columnist
Co-Chair of Human Resource Executive’s HR Technology Conference
Steve Boese’s HR Happy Hour Show, has been the most downloaded HR podcast since it was launched in 2009. He’s is also Human Resource Executive’s inside tech columnist. If your HR position requires a lot of IT acumen, Steve is a great resource.
7. Jim Knight
Twitter @KnightSpeaker LinkedIn
Keynote Speaker, Author, Risk-Taker
Jim Knight’s ‘Culture That Rocks: How to Revolutionize Your Company’s Culture,’ is a bible for HR directors tasked with strengthening their company culture. Since the 90’s, he has been a trendsetter on training, development, and team building. He is active on Twitter where he cranks the fun factor up to eleven.
8. Suzanne Lucas
Twitter @RealEvilHRLady LinkedIn
Blogger, Speaker, Twitter Personality
Creator of EvilHRLady
Suzanne Lucas’ EvilHRLady is legendary in the HR blogosphere for her unique insight and biting wit. Do a quick search on her blog on any HR topic. Chances are, you’ll find several articles in her extensive library of posts. Or join her 27K+ Twitter followers and see what all the buzz is about.
9. Jacob Morgan
Twitter @jacobm LinkedIn
Author, Keynote Speaker, Futurist
Co-founder of The Future of Work Community
As a self-described ‘futurist,’ Jacob Morgan is the co-founder of The Future of Work Community. If your company wants to radically transform the employee experience, listen to Jacob’s weekly podcast. He talks to corporate leaders whose organizations are disrupting the workplace. Only have five minutes? Subscribe to his YouTube series ‘The Future in 5’ for a quick shot of inspiration.
10. Laurie McCabe
Twitter @lauriemccabe LinkedIn
IT Analyst, Blogger
Co-Founder and Partner at SMB Group
Are you the owner or HR director of an SMB? More interested in the practical than the theoretical? Laurie McCabe delivers pragmatic advice you can act on right now. She’s the Co-Founder of SMB Group, where she helps business owners unlock value from technology. McCabe was recognized as a 2018 Fit Small Business top influencer. For the past ten years, her blog has contained a goldmine of IT and general business management wisdom.
11. William Tincup
Twitter @williamtincup LinkedIn
Writer, Speaker, Advisor, Consultant, Investor, Storyteller & Teacher
President of Recruiting Daily
William may be one of the most prolific podcasters in the industry, with over 1000 podcasts to his credit. If you are an entrepreneur, there is no one better to follow. His experience extends well beyond the world of HR.
12. Bill Treasurer
Speaker, Author, Consultant
CEO of Giant Leap Consulting
Bill Treasurer has written multiple bestsellers about courage and leadership. He has also advised NASA, CNN, the Centers for Disease Control, and the U.S. Department of Veteran’s Affairs. If you feel like you’ve hit a career plateau, Bill’s your man.
13. Josh Bersin
Twitter @Josh_Bersin LinkedIn
Research Analyst, Public Speaker, Author
Founder of Bersin by Deloitte
Bersin by Deloitte conducts global research in human resources and HR technology. Bersin writes about global trends in leadership and talent management technology. If you are concerned about employee experience at your organization, check out Bersin’s The Employee Experience Platform: A New Category Arrives. Last month, he launched The Josh Bersin Academy, billed as the the first global development academy for HR and talent professionals.
14. John Sumser
Twitter @JohnSumser LinkedIn
Principal Analyst for HRExaminer
Before you invest in HR software, consult John Sumser’s online magazine, the HR Examiner. It’s the premier authority on HCM technology. No one has a more impressive history in the field. Consider this: Sumser had a PC in 1981 and an email account in 1982. In the 90’s, he documented the first online job boards—when the internet itself was a novelty. If you are trying to tame your processes so you can take a high-level strategic view, you couldn’t have a better guide.
15. Katrina Collier
Twitter @KatrinaMCollier LinkedIn
Candidate Engagement Author, Keynote Speaker
Founder of DisruptHR London, Bristol, Cambridge, York & Glasgow and The Searchologist
If you are struggling to differentiate your recruitment marketing from your competitors, you need Collier’s best-selling The Robot-Proof Recruiter. It is one of the best books on improving the candidate experience and thereby boosting response rates.
16. Meghan Biro
Twitter @MeghanMBiro LinkedIn
Speaker, Author, Podcaster, Talent Management Leader
Founder and CEO of TalentCulture Consulting Group
Meghan Biro launched the blog TalentCulture in 2008. At TalentCulture, you can find articles and podcasts about recruiting, social business, workplace culture, career strategy, leadership, and HR tech. Meghan draws on her experience advising Microsoft, Google, and IBM and other global giants.
Onboarding a new employee can be quite challenging and time-consuming. Every phase of the employee onboarding process is important, so make sure to have a new hire checklist to onboard your new employee. You can use the following outline as a guide, however, every organization will have its own unique requirements. These tasks will need to be adjusted for the type of employment (full time, part time, seasonal), but having an initial, general list will provide a good starting point for different positions. We have outlined a new employee onboarding checklist to make it less daunting.
Create a list of tasks that new employees will need to complete and that current team members will need to work on/setup prior to the new employees first day. Example tasks to put on new hire checklist could include, but are not limited to:
Prepare any State & Federal tax forms that need to be completed. Some of these forms might require input from multiple individuals. Having a system in place where these can be created and completed online can save time and resources. The ability to upload these forms form a library can be beneficial to any busy HR professional.
Having a system in place to easily upload and create fillable forms can make this task much easier.
Prepare any job-related forms that will need to be completed and/or signed by the employee or current team member.
Gather any health insurance forms and benefits information
Identify any computer or other peripheral needs that need to be set up prior to the employee arriving on the first-day
Order any technology equipment
Order phone and create new extension
Obtain a new photo ID
Order business cards
Order any materials/supplies needed by the new employee
Make any arrangements for parking/transportation
Add new employee to relevant email lists
Identify any socialization tasks such as a tour of facilities or welcome lunch/meeting
Put together any supporting documents and links to any videos. These should be items that do not require any input or signatures. Example supporting documents might be included on a new hire checklist include, but are not limited to:
Welcome message for new employees
Any training material or videos that will need to be watched
Benefit packages to review
Assign tasks from the new employee onboarding checklist to current team members and new hires. An automated process for task reminders is an invaluable tool. Having the ability to set deadlines with reminders will ensure that the tasks will get done. It is also helpful to be able to visually see the progress indicators that show any outstanding tasks.
Assign all tasks to any relevant person with a due date
Order assignments according to time needed to complete tasks and dependencies between tasks
Create email remainders
new hire checklist
Monitor completion of tasks on the
Establish clear communication with the new hire. Having an employee portal to facilitate the new hire checklist can make this much easier. An employee portal can be viewed as their own virtual assistant that can help the onboarding process run smoothly. Here are some items to include when using a portal:
Their manager’s contact information
new hire checklist
List of tasks from the
Any materials that they need to review and/or sign (from Steps 1 & 2) A progress indicator and list of deadlines to help the new hire complete all the tasks
Review your plan and make the necessary tweaks for the next employee. Don’t assume that one new hire checklist is going to fit all employees! Luckily fully-automated tools such as ApplicantStack Onboard allow for on the fly updates and customizations.
Ready to implement your new employee onboarding checklist? Download a copy of our checklist here:
New Employee Onboarding Checklist