SlideShare a Scribd company logo
Tom Carroll
Lunch&LearnWork-Bench
The smaller the team the
more critical the “right”
hire becomes to the
success of the team.
Need Exists
Position is Described
Search is Done
Candidates are Screened
Interviews Occur
Hire is Made
• Pain Point
• Creates the Need
• Decisions
Temporary issue or permanent need
Result Desired
Knowledge, skills, ability and
experiences needed to get the result
Add to team – yes or no
Summarize Role
Describe the Background
Declare Expected Results
Define Your Culture
Warm Introduction
Posting online
Recruiters
Retained versus contingent
Usually 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 Questions
Tell 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 Letter
Include: job title, pay rate, start date
Consider 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-prevention-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 paperwork
http://www.uscis.gov/files/form/i-9.pdf
Workspace and supplies
Introductions and tour
Ready, Set, Start
For Attending Our First
Lunch and Learn

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Hiring New Employees

  • 2. The smaller the team the more critical the “right” hire becomes to the success of the team.
  • 3. Need Exists Position is Described Search is Done Candidates are Screened Interviews Occur Hire is Made
  • 4. • Pain Point • Creates the Need • Decisions Temporary issue or permanent need Result Desired Knowledge, skills, ability and experiences needed to get the result Add to team – yes or no
  • 5. Summarize Role Describe the Background Declare Expected Results Define Your Culture
  • 6. Warm Introduction Posting online Recruiters Retained versus contingent Usually fee of 33% of compensation
  • 7. 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
  • 8.  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 Questions Tell 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
  • 9. Offer Letter Include: job title, pay rate, start date Consider 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-prevention-act.shtm
  • 10. 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 paperwork http://www.uscis.gov/files/form/i-9.pdf Workspace and supplies Introductions and tour Ready, Set, Start
  • 11. For Attending Our First Lunch and Learn