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
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