Make sure that you are interviewing the best insurance broker candidates. Sign up for Workable’s 15-day free trial to hire better, faster.

5 good Insurance Broker interview questions

1. How much did you sell at your previous firm and how much do you project to sell this year?
2. Do you specialize in a line of business? If so, which one(s)?
3. Do you currently have a book of business in play?
4. How much have you produced in terms of sales?
5. Can you give us a market insight?

Here are 5 essential interview questions with sample answers to help you identify the best candidates for this role.

1. How much did you sell at your previous firm and how much do you project to sell this year?

This question assesses past performance and future goals.

Sample answer

“Last year, I sold policies worth $1 million at my previous firm. Given the opportunities here, I project to sell around $1.5 million this year.”

2. Do you specialize in a line of business? If so, which one(s)?

Specializations can cater to specific client needs.

Sample answer

“Yes, I specialize in health and life insurance. I’ve found that focusing on these lines allows me to provide more tailored solutions to clients.”

3. Do you currently have a book of business in play?

This gauges the broker’s current client base.

Sample answer

“Yes, I have an active book of business with a mix of long-term clients and newer ones I’ve acquired over the past year.”

4. How much have you produced in terms of sales?

Understanding past sales gives insight into the broker’s performance.

Sample answer

“Over the past five years, I’ve produced sales totaling around $5 million, with consistent growth year over year.”

5. Can you give us a market insight?

This tests the broker’s knowledge of current market trends.

Sample answer

“Certainly. With the recent health crisis, there’s been a surge in demand for health insurance policies, especially those covering critical illnesses. It’s essential to stay updated with such trends to cater to client needs.”

What does a good Insurance Broker candidate look like?

An ideal Insurance Broker candidate should have a strong track record of sales, a deep understanding of insurance products, and the ability to build and maintain client relationships. They should be proactive, knowledgeable about market trends, and possess excellent communication skills to explain complex policies in simple terms.

Red flags

Be wary of candidates who lack knowledge about current market trends or seem unfamiliar with basic insurance products. A lack of enthusiasm for building client relationships or an overemphasis on hard selling without understanding client needs can also be concerning.

The post 5 real-life Insurance Broker interview questions appeared first on Recruiting Resources: How to Recruit and Hire Better.

What is the employment agreement policy?

These agreements are essential in setting clear expectations, defining roles and responsibilities, and protecting the rights of both parties. By having a standardized policy, your organization ensures that all employment agreements are consistent, fair, and in line with organizational values and legal requirements.

An employment agreement policy should include:

• A clear description of the employee’s job duties and responsibilities
• Details about compensation, including salary, bonuses, and benefits
• Information about employee benefits, such as health insurance, retirement plans, and paid time off
• Provisions for terminating the employment relationship, including notice periods, severance pay, and non-compete clauses

Is there a difference between an employment agreement and an employment contract?

An employment agreement and an employment contract are terms that often get used interchangeably, yet they carry different implications and are utilized distinctly in various global contexts. 

The term employment agreement, predominantly used in the U.S., generally refers to a broader, sometimes informal understanding between employer and employee, which may or may not be legally binding. 

Conversely, employment contract is a term more common in European countries and Canada, typically referring to a formal, legally binding document that meticulously outlines the terms and conditions of employment, including specific job responsibilities, duration, compensation, and other pertinent terms.

Step-by-step instructions for writing your own employment agreement policy

1. Review existing policies and agreements: Start by reviewing your organization’s current policies and agreements related to employment, including offer letters, contracts, and handbooks. Identify any gaps or areas that need clarification.
2. Define job duties and responsibilities: Clearly outline the employee’s job duties and responsibilities. This section should provide a detailed description of the employee’s role, including specific tasks and expectations.
3. Determine compensation and benefits: Outline the employee’s compensation package, including salary, bonuses, and benefits. Provide details about health insurance, retirement plans, and other perks.
4. Establish termination procedures: Explain how the employment relationship can be terminated, including notice periods, severance pay, and non-compete clauses. Be sure to include provisions for both voluntary and involuntary termination.
5. Include confidentiality and non-disclosure agreements: If appropriate, include provisions that protect your organization’s confidential information and intellectual property.
6. Review and revise: Once you have drafted the policy, review it carefully and make any necessary revisions. Seek input from legal counsel and other relevant stakeholders.

7. Implement and communicate: Once the policy is finalized, implement it immediately and communicate it clearly to all employees. Make sure everyone understands their rights and responsibilities under the new policy.

Employment agreement policy template

[Organization Name] 

Employment Agreement Policy

1. Brief & purpose

This policy outlines the terms and conditions of employment for [Organization Name] employees. It is designed to provide a clear understanding of the expectations and responsibilities of both the employee and the organization, and to establish a positive and productive work environment.

2. Job duties and responsibilities

The following job duties and responsibilities apply to all [Organization Name] employees:

• Position description: Each employee shall have a clear understanding of their position description, including specific job duties and responsibilities. This information shall be provided to the employee upon hiring and updated as necessary.
• Performance expectations: The organization shall establish performance expectations for each position, including measurable goals and objectives. Employees are expected to meet or exceed these performance expectations to maintain their employment status.
• Work schedule: Employees shall adhere to a regular work schedule, unless otherwise approved by management. The organization reserves the right to modify work schedules as needed to meet business needs.
• Job requirements: Employees are expected to perform their job duties in accordance with established policies, procedures, and standards. They must also comply with any applicable laws, regulations, and industry standards.
• Professional development: The organization encourages professional development and may provide opportunities for training, education, and career advancement. Employees are expected to take advantage of these opportunities to enhance their skills and knowledge.
• Collaboration: Employees are expected to collaborate with colleagues, departments, and other stakeholders to achieve organizational goals and objectives. They must foster a positive and respectful work environment that promotes teamwork, open communication, and mutual respect.
• Compliance: Employees must comply with all organizational policies, procedures, and guidelines, as well as any applicable laws, regulations, and industry standards. They must immediately report any violations or suspected violations to their supervisor or HR representative.
• Confidentiality: Employees must maintain confidentiality regarding sensitive information, including client data, financial reports, and trade secrets. They shall not disclose such information to unauthorized individuals or entities without prior written consent from the organization.
• Intellectual property: Employees agree to assign all intellectual property rights to the organization for any inventions, designs, patents, copyrights, trademarks, or trade secrets developed during their employment. They shall not claim ownership or compensation for such intellectual property.
• Return of property: Upon termination of employment, employees must return all organizational property, including equipment, software, documents, and confidential information. They shall also delete any confidential information stored on personal devices or cloud storage services.
• Non-Compete clause: For a period of [X] years after termination, employees agree not to engage in any activity that is in competition with the organization’s business. This includes starting a competing business, working for a competitor, or soliciting clients or employees.
• Dispute resolution: Any disputes arising from this policy shall be resolved through binding arbitration, in accordance with the rules of the American Arbitration Association. The parties agree to share equally in the costs of arbitration.

3. Compensation and benefits

Salary: The employee shall receive a salary of $X per year, paid in equal installments on the last day of each month.

Bonuses: The employee may be eligible for bonuses based on individual or company performance. Any bonuses will be paid in accordance with the organization’s bonus policy.

Benefits: The employee shall be entitled to the following benefits:

• Health insurance: The organization will pay 80% of the premium cost for health insurance coverage for the employee and their dependents.
• Retirement plan: The organization will contribute 4% of the employee’s salary to a retirement plan, subject to a maximum contribution of $X per year.
• Paid time off: The employee shall be entitled to X days of paid vacation per year, plus X days of sick leave per year.
• Other perks: The organization will provide X other perks, such as gym membership, free parking, and a flexible work schedule.

4. Termination procedures

• Notice periods: The employee must provide at least X weeks’ written notice prior to terminating their employment with the organization.
• Severance pay: In the event of involuntary termination, the organization will pay severance pay to the employee equal to X weeks’ salary.
• Non-compete clauses: For a period of X years after termination, the employee agrees not to engage in any activity that is in competition with the organization’s business.

5. Confidentiality and non-disclosure agreements

The employee acknowledges that they have access to confidential information and intellectual property belonging to the organization. They agree to keep this information confidential and not disclose it to anyone without the organization’s prior written consent.

6. Review and revision

This policy may be reviewed and revised from time to time by the organization, and the employee will be notified of any changes.

7. Implementation and communication

This policy is effective immediately and supersedes all previous policies related to employment agreements. The organization will communicate this policy to all employees and ensure that everyone understands their rights and responsibilities under the new policy.

8. Governing law

This policy shall be governed by and construed in accordance with the laws of [State/Province].

9. Entire agreement

This policy constitutes the entire agreement between the employee and the organization regarding employment terms and conditions. No other agreements, representations, or warranties have been made.

10. Amendments

This policy may be amended from time to time by the organization, and the employee will be notified of any changes.

By signing below, the employee acknowledges that they have read, understood, and agreed to the terms and conditions outlined in this policy.

Employee signature: ________________________________ Date: _______________________________

Organization signature: ______________________________ Date: ______________________________

Disclaimer: This policy template is meant to provide general guidelines and should be used as a reference. It may not take into account all relevant local, state or federal laws and is not a legal document. Neither the author nor Workable will assume any legal liability that may arise from the use of this policy.

The post Employment agreement policy template appeared first on Recruiting Resources: How to Recruit and Hire Better.

Make sure that you are interviewing the best talent acquisition specialist candidates. Sign up for Workable’s 15-day free trial to hire better, faster.

7 good talent acquisition specialist interview questions

1. In your opinion, what are some of the ways in which our company can find better candidates?
2. Can you explain the steps of your talent acquisition process?
3. With regard to the most recent job you filled, how did you identify the best candidates?
4. What skills have you developed that make you a great talent acquisition specialist?
5. How did you get into talent acquisition?
6. How would your previous employer describe you?
7. Why do you want to work for our company?

Here are 7 essential interview questions with sample answers to help you identify the best candidates for this role.

1. In your opinion, what are some of the ways in which our company can find better candidates?

This question seeks to understand the candidate’s innovative approaches to sourcing top talent and their ability to tailor strategies to specific company needs.

Sample answer:

“In my opinion, leveraging employee referrals, attending industry-specific networking events, and utilizing advanced AI-driven recruitment tools can significantly improve the quality of candidates. Tailoring job descriptions to be more inclusive can also attract a diverse talent pool.”

2. Can you explain the steps of your talent acquisition process?

This question aims to gauge the candidate’s systematic approach to recruitment and their understanding of the entire hiring lifecycle.

Sample answer

“Certainly! My process begins with understanding the job requirements, followed by sourcing candidates through various channels. I then screen resumes, conduct initial interviews, and coordinate with hiring managers for further rounds. After final interviews, I assist in the offer process and onboarding.”

3. With regard to the most recent job you filled, how did you identify the best candidates?

This question delves into the candidate’s recent experience and their ability to discern quality candidates from the pool.

Sample answer

“For the recent role, I focused on candidates with specific technical skills. I used a combination of behavioral and situational interviews to gauge their expertise and cultural fit. Feedback from team interactions also played a crucial role in the final decision.”

4. What skills have you developed that make you a great talent acquisition specialist?

This question assesses the candidate’s self-awareness and the value they bring to the role.

Sample answer

“Over the years, I’ve honed my skills in active listening, negotiation, and data-driven decision-making. My ability to build strong relationships with both candidates and hiring managers sets me apart.”

5. How did you get into talent acquisition?

This question provides insight into the candidate’s passion and journey into the recruitment field.

Sample answer

“I started in HR and was always drawn to the recruitment side. The thrill of matching the right candidate with the perfect role and seeing them thrive is what led me to specialize in talent acquisition.”

6. How would your previous employer describe you?

This question evaluates the candidate’s self-perception and their impact on previous roles.

Sample answer

“My previous employer would describe me as a proactive, results-driven professional who always goes the extra mile to find the best fit for the company.”

7. Why do you want to work for our company?

This question determines the candidate’s motivation and alignment with the company’s values and goals.

Sample answer

“I’ve always admired your company’s commitment to innovation and diversity. I believe my skills and experience align well with your values, and I’m excited about the opportunity to contribute to your growth.”

What does a good talent acquisition specialist candidate look like?

A stellar Talent Acquisition Specialist is not just adept at sourcing and interviewing but also understands the company’s culture, values, and long-term goals. They are proactive, data-driven, and possess excellent interpersonal skills to build strong relationships.

Red flags

Over-reliance on traditional methods: If a candidate solely depends on traditional recruitment methods like job boards and doesn’t leverage modern tools like LinkedIn, AI-driven platforms, or social media, they might not be keeping up with the evolving recruitment landscape.

Lack of metrics or data-driven insights: If a Talent Acquisition Specialist doesn’t measure their success with metrics like time-to-hire, quality of hire, or candidate experience, they might not be as results-oriented as the role demands.

Inconsistent communication: If there are inconsistencies in what they say during the interview or between interviews, or if they cannot clearly communicate their processes and strategies, it’s a sign of potential communication issues down the line.

No adaptability to feedback: A candidate who seems defensive or unwilling to adapt to feedback during hypothetical scenarios might struggle with real-time feedback in a team setting.

Lack of passion for the role: If a candidate seems more focused on the perks of the job rather than the core responsibilities or doesn’t display enthusiasm for talent acquisition, they might not be genuinely invested in the role.

The post 7 real-life talent acquisition specialist interview questions appeared first on Recruiting Resources: How to Recruit and Hire Better.

Make sure that you are interviewing the best head of people operations candidates. Sign up for Workable’s 15-day free trial to hire better, faster.

7 good head of people operations interview questions

1. In your previous role, how did you support change within the organization?
2. We have a unique company culture. How do we keep our culture at scale?
3. What metrics do you measure in recruitment analytics?
4. How do you avoid micromanaging your team?
5. What are your top three people initiatives for the year?
6. Why did you leave your prior company?
7. Tell me about your experience in previous roles.

Here are 7 essential interview questions with sample answers to help you identify the best candidates for this role.

1. In your previous role, how did you support change within the organization?

Supporting change within an organization is a complex task that requires strategic planning and effective communication.

Sample answer

“In my previous role, I initiated a series of town hall meetings to communicate the reasons for the change and its benefits. I also established a feedback loop where employees could voice their concerns and suggestions, ensuring everyone felt heard and involved.”

2. We have a unique company culture. How do we keep our culture at scale?

Maintaining a company’s unique culture while scaling is challenging but essential for long-term success.

Sample answer

“To preserve our unique culture, I would focus on clear communication of our core values, invest in leadership training to ensure consistency in management styles, and regularly gather feedback from employees to make necessary adjustments.”

3. What metrics do you measure in recruitment analytics?

Recruitment analytics provide insights into the effectiveness of the hiring process and help in making data-driven decisions.

Sample answer

“I prioritize metrics like time-to-hire, quality of hire, candidate experience, and source of hire. These metrics offer a comprehensive view of our recruitment process’s efficiency and effectiveness.”

4. How do you avoid micromanaging your team?

Micromanagement can stifle creativity and reduce employee morale.

Sample answer

“I believe in empowering my team by setting clear expectations and providing them with the necessary resources. Regular check-ins and feedback sessions help in understanding their challenges and ensuring they are on the right track without being overly intrusive.”

5. What are your top three people initiatives for the year?

People initiatives are strategies aimed at enhancing employee experience and organizational growth.

Sample answer:

“My top three initiatives would be implementing a comprehensive employee wellness program, enhancing our diversity and inclusion efforts, and setting up a mentorship program to foster growth and development.”

6. Why did you leave your prior company?

This question seeks to understand the candidate’s motivations and potential red flags.

Sample answer

“I left my previous company because I was looking for new challenges and opportunities to grow. While I learned a lot there, I felt it was time to step out of my comfort zone and contribute to a different organization.”

7. Tell me about your experience in previous roles.

This question delves into the candidate’s professional journey and accomplishments.

Sample answer

“I have over a decade of experience in people operations, starting as an HR executive and gradually moving up the ranks. In my last role, I successfully led a team of 20 HR professionals, implemented new HR tech solutions, and reduced employee turnover by 15%.”

What does a good head of people operations candidate look like?

A competent Head of People Operations candidate possesses a blend of strategic thinking, excellent communication skills, and a deep understanding of organizational dynamics. They should demonstrate a proven track record of driving change, fostering a positive work culture, and leveraging data to make informed decisions.

Their approach should be people-centric, ensuring that employees feel valued and supported.

Red flags

When interviewing for a head of people operations, several red flags can indicate potential issues. Be wary of candidates who provide vague or inconsistent answers, as this might hint at dishonesty or a lack of clarity about their experience. If they struggle to give specific examples of their past work, they might be exaggerating their qualifications.

A focus on administrative tasks over strategic initiatives can suggest a lack of leadership vision. Avoid candidates who dodge discussions about past challenges or mistakes, as this could indicate an inability to learn from experiences.

It’s concerning if they’re unaware of current HR trends or show poor listening skills. A lack of questions about the company might hint at disinterest, while consistent negativity about previous roles can raise questions about their professionalism.

Ignoring the importance of diversity and inclusion or being defensive when receiving feedback are also significant concerns. It’s crucial to assess not just their qualifications but also their interpersonal skills and alignment with company values.

The post 7 real-life head of people operations interview questions appeared first on Recruiting Resources: How to Recruit and Hire Better.

Make sure that you are interviewing the best CHRO candidates. Sign up for Workable’s 15-day free trial to hire better, faster.

8 good CHRO interview questions

1. What does “culture” mean?
2. How have you measured company culture in the past?
3. Do we have a differentiated culture?
4. How many cultures do you see our company representing?
5. What should be HR’s top priority at this company?
6. What are your top three people initiatives for the year?
7. Discuss your relationship with the CEO and other members of the executive team.
8. Give me an example of when you had to comply with a policy that you didn’t agree with.

Here are 8 essential interview questions with sample answers to help you identify the best candidates for this role.

1. What does “culture” mean?

Culture refers to the shared values, beliefs, and practices within an organization.

Sample answer

“To me, ‘culture’ signifies the collective mindset and behaviors of an organization. It’s the unwritten code that guides how employees interact, make decisions, and approach their work.”

2. How have you measured company culture in the past?

Understanding the metrics and methods used to gauge culture can provide insights into a CHRO’s approach.

Sample answer

“I’ve used a combination of employee engagement surveys, feedback sessions, and attrition rates to measure company culture. These tools help identify areas of strength and opportunities for improvement.”

3. Do we have a differentiated culture?

This question assesses the candidate’s perception of the company’s unique cultural attributes.

Sample answer

“From my observations, your company has a culture that emphasizes innovation and collaboration, setting it apart from many traditional firms.”

4. How many cultures do you see our company representing?

This question delves into the candidate’s understanding of diversity and inclusion.

Sample answer

“While the company has a unified organizational culture, it’s evident that there’s a rich tapestry of sub-cultures representing various departments, geographies, and backgrounds.”

5. What should be HR’s top priority at this company?

Understanding the candidate’s vision for HR’s role can be telling.

Sample answer

“HR’s top priority should be aligning talent management strategies with business goals, ensuring that the company has the right people in the right roles to drive growth.”

6. What are your top three people initiatives for the year?

This question seeks to understand the candidate’s strategic priorities.

Sample answer

“My top three initiatives would be enhancing leadership development programs, implementing a more robust diversity and inclusion strategy, and optimizing talent acquisition processes.”

7. Discuss your relationship with the CEO and other members of the executive team.

The CHRO’s relationship with top executives is crucial for HR’s success.

Sample answer:

“I’ve always maintained a collaborative relationship with CEOs and executive teams, ensuring that HR’s strategies align with overall business objectives and that we’re addressing leadership’s primary concerns.”

8. Give me an example of when you had to comply with a policy that you didn’t agree with.

This question tests the candidate’s adaptability and professionalism.

Sample answer

“At a previous company, there was a hiring freeze policy I didn’t agree with. However, I understood the financial rationale behind it and worked within those constraints, focusing on internal talent development.”

What does a good CHRO candidate look like?

A standout CHRO candidate is more than just an experienced HR professional. They are strategic visionaries who understand the intricate balance between business objectives and human capital. A strong CHRO candidate will have a proven track record of aligning HR initiatives with business goals, driving organizational change, and fostering a culture of continuous learning and innovation. They should be adept at leveraging data analytics to make informed decisions and predict future HR trends.

In terms of interpersonal skills, an ideal CHRO will be an exceptional communicator, able to articulate complex HR strategies to other members of the executive team and ensure that these strategies resonate throughout all levels of the organization. Their leadership style should be both empathetic and decisive, recognizing the value of diverse perspectives while also being able to make tough decisions when necessary.

Furthermore, given the evolving nature of the workplace, a top-tier CHRO candidate should demonstrate a commitment to diversity, equity, and inclusion. They should have experience implementing D&I initiatives and show a genuine passion for creating an inclusive work environment where all employees feel valued and heard.

Lastly, their relationship with other executives, especially the CEO, is crucial. A good CHRO will have experience collaborating closely with executive peers, acting as both a sounding board and a strategic partner. They should be seen as a trusted advisor, someone who brings a unique, people-focused perspective to high-level business discussions.

Red flags

Lack of strategic vision: If a candidate focuses solely on tactical HR tasks without discussing broader strategic initiatives, it might indicate a lack of experience or vision necessary for a CHRO role.

Poor communication skills: A CHRO needs to communicate complex ideas clearly. If they struggle to articulate their thoughts during the interview or don’t engage effectively with different stakeholders, it’s a concern.

No emphasis on data: Modern CHROs leverage data to make informed decisions. A lack of familiarity or emphasis on HR analytics can be a significant gap.

Limited D&I experience: In today’s globalized world, a CHRO without a strong background in diversity and inclusion initiatives might not be equipped to handle the complexities of a diverse workforce.

Overemphasis on past achievements: While past successes are essential, a candidate who doesn’t show a forward-thinking mindset or a willingness to adapt to new challenges might struggle in a dynamic business environment.

Tense past executive relationships: If a candidate hints at strained relationships with past CEOs or executive teams, it might indicate potential collaboration issues in the future.

When considering a CHRO candidate, it’s essential to look beyond their resume and assess their vision, adaptability, and how they approach the ever-evolving challenges in the HR landscape.

The post 8 real-life CHRO interview questions appeared first on Recruiting Resources: How to Recruit and Hire Better.

Make sure that you are interviewing the best compensation and benefits manager candidates. Sign up for Workable’s 15-day free trial to hire better, faster.

5 good compensation and benefits manager interview questions

1. Have you had experience presenting to a board’s compensation committee in a public company?
2. Can you share your experience implementing benefits and creating structures for smaller companies?
3. How have you demonstrated management capabilities, both with people and vendors, in larger organizations?
4. For smaller companies, have you had more hands-on experiences?
5. Do you have specific experience with 401(k) plans, as our company has particular needs in that area?

Here are 5 essential interview questions with sample answers to help you identify the best candidates for this role.

1. Have you had experience presenting to a board’s compensation committee in a public company?

Engaging with a board’s compensation committee is a vital aspect of the role in larger, public companies.

Sample answer

“Yes, I’ve presented to the compensation committee multiple times in my previous role at XYZ Corp. I provided insights on market trends, proposed compensation structures, and ensured our packages were competitive and aligned with company goals.”

2. Can you share your experience implementing benefits and creating structures for smaller companies?

Smaller companies often require more tailored benefits structures due to budget constraints and unique needs.

Sample answer

“At ABC Start-up, I designed a flexible benefits program that allowed employees to choose the benefits most relevant to them, ensuring satisfaction while staying within our budget.”

3. How have you demonstrated management capabilities, both with people and vendors, in larger organizations?

Managing both internal teams and external vendors is crucial for this role.

Sample answer

“In my role at DEF Ltd., I led a team of five and oversaw relationships with multiple vendors. I ensured timely reviews, negotiations, and managed any conflicts or issues that arose, ensuring smooth operations.”

4. For smaller companies, have you had more hands-on experiences?

Smaller companies often require a more hands-on approach due to limited resources.

Sample answer

“Absolutely. At GHI Tech, I was directly involved in every aspect of the compensation and benefits process, from designing to implementing and even addressing individual employee queries.”

5. Do you have specific experience with 401(k) plans, as our company has particular needs in that area?

401(k) plans are a significant component of employee benefits in many U.S. companies.

Sample answer

“Yes, I’ve managed 401(k) plans at both large and small companies. I’ve worked closely with plan providers, ensured compliance, and conducted regular employee education sessions about maximizing their benefits.”

What does a good compensation and benefits manager candidate look like?

An ideal candidate for this role should possess a deep understanding of compensation and benefits structures across various company sizes. They should be adept at data analysis, negotiations, and have a track record of designing competitive packages that align with business goals. Strong communication skills, especially when presenting to senior stakeholders, and a hands-on approach, especially in smaller companies, are also essential.

Red flags

Watch out for candidates who lack experience with diverse company sizes or specific benefits like 401(k) plans if that’s crucial for your organization. A lack of strategic vision or an over-reliance on one-size-fits-all solutions can also be concerning. Additionally, poor communication skills or a lack of confidence when discussing presentations to senior stakeholders might indicate potential challenges in the role.

The post 5 real-life compensation and benefits manager interview questions appeared first on Recruiting Resources: How to Recruit and Hire Better.

Make sure that you are interviewing the best Chief Revenue Officer candidates. Sign up for Workable’s 15-day free trial to hire better, faster.

8 good CRO interview questions

1. How would you run an annual planning process?
2. What forecast process would you implement here?
3. What KPIs do you rely on when managing a business?
4. What sales methodology do you follow?
5. What strategies have you implemented that have successfully decreased churn and/or increased existing customer expansion?
6. How do you best enforce collaboration between sales and customer success?
7. How have you successfully aligned sales and marketing in prior roles?
8. What needs to be included in the Sales Rules of Engagement?

Here are 8 essential interview questions with sample answers to help you identify the best candidates for this role.

1. How would you run an annual planning process?

This question gauges the candidate’s strategic planning capabilities.

Sample answer

“I start by reviewing the previous year’s performance metrics, then gather input from key stakeholders. Based on this, I set clear revenue goals, allocate resources, and outline strategies to achieve these targets.”

2. What forecast process would you implement here?

Understanding forecasting methods is crucial for revenue predictions.

Sample answer

“I’d implement a rolling forecast approach, updated monthly. This allows for real-time adjustments based on market changes and provides a more accurate revenue prediction.”

3. What KPIs do you rely on when managing a business?

KPIs provide insights into business performance.

Sample answer

“I focus on Monthly Recurring Revenue (MRR), Customer Acquisition Cost (CAC), Lifetime Value (LTV), and churn rate. These metrics offer a comprehensive view of revenue health.”

4. What sales methodology do you follow?

Different sales methodologies suit different businesses.

Sample answer

“I’ve found success with the Challenger Sale methodology, focusing on teaching, tailoring, and taking control of the sales process.”

5. What strategies have you implemented that have successfully decreased churn and/or increased existing customer expansion?

Customer retention is as vital as acquisition.

Sample answer

“I introduced a post-sale customer success team dedicated to onboarding and training, ensuring clients derive maximum value from our product, leading to increased renewals and upsells.”

6. How do you best enforce collaboration between sales and customer success?

Seamless collaboration ensures customer satisfaction.

Sample answer:

“I hold joint meetings and set shared goals. This fosters a unified approach where both teams are invested in customer success.”

7. How have you successfully aligned sales and marketing in prior roles?

Alignment ensures consistent messaging and efficient lead conversion.

Sample answer

“I initiated regular sync-up meetings, co-created content strategies, and established a feedback loop, ensuring both teams were aligned in their efforts.”

8. What needs to be included in the Sales Rules of Engagement?

Clear rules prevent internal conflicts and ensure focus.

Sample answer

“The rules should define lead ownership, territory divisions, conflict resolution processes, and guidelines for pricing and discounting.”

What does a good CRO candidate look like?

An ideal CRO candidate should have a proven track record of driving revenue growth, expertise in sales methodologies, and the ability to align multiple teams towards a common goal. They should be data-driven, possess strong leadership skills, and have experience in both customer acquisition and retention strategies.

Red flags

Beware of candidates who lack a clear strategy for aligning sales and marketing or don’t emphasize the importance of customer success in revenue generation. A CRO who doesn’t rely on data for decision-making or lacks experience in diverse industries might not be adaptable to changing market dynamics.

The post 8 real-life Chief Revenue Officer (CRO) interview questions appeared first on Recruiting Resources: How to Recruit and Hire Better.

Make sure that you are interviewing the best junior account manager candidates. Sign up for Workable’s 15-day free trial to hire better, faster.

5 good junior account manager interview questions

1. Discuss a time when you performed an analysis and it was incorrect. What did you do to correct it and what did you learn?
2. Imagine you need additional resources to deliver a project to a client. How would you go about sourcing them?
3. Tell me about a complex problem you faced and the solution you proposed. What alternatives did you consider?
4. How quickly do you make decisions? How do you do it? Do you prefer thinking things through carefully before making a decision or acting on instinct?
5. What is critical to maintaining a strong client relationship?

Here are 5 essential interview questions with sample answers to help you identify the best candidates for this role.

1. Discuss a time when you performed an analysis and it was incorrect. What did you do to correct it and what did you learn?

Understanding mistakes and learning from them is crucial.

Sample answer

“Once, I misinterpreted client feedback, leading to an incorrect analysis. When I realized the error, I immediately informed my supervisor, corrected it, and presented the revised analysis. I learned the importance of double-checking and seeking clarification when unsure.”

2. Imagine you need additional resources to deliver a project to a client. How would you go about sourcing them?

Resource management is a key aspect of the role.

Sample answer

“I’d first identify the specific resources needed, then check internally if they’re available. If not, I’d discuss with my supervisor about outsourcing or reallocating resources from other projects, ensuring timely delivery without compromising quality.”

3. Tell me about a complex problem you faced and the solution you proposed. What alternatives did you consider?

Problem-solving skills are essential.

Sample answer

“A client was unhappy with our initial proposal. I analyzed their feedback, proposed a revised strategy, and considered alternative solutions like bringing in a specialist or using a different platform. The revised strategy was well-received.”

4. How quickly do you make decisions? How do you do it? Do you prefer thinking things through carefully before making a decision or acting on instinct?

Decision-making style can impact client relationships.

Sample answer

“I prefer a balanced approach. For critical decisions, I take time to analyze and think things through. However, in fast-paced situations, I trust my instincts while ensuring I have enough information.”

5.  What is critical to maintaining a strong client relationship?

Client relationships are the backbone of the role.

Sample answer

“Clear communication, understanding their needs, delivering on promises, and being proactive in addressing concerns are critical. Regular check-ins and feedback sessions also help in strengthening the relationship.”

What does a good Junior Account Manager candidate look like?

A strong Junior Account Manager candidate should possess excellent communication skills, a proactive approach to problem-solving, and the ability to manage resources efficiently. They should demonstrate a keen understanding of client needs, be adaptable, and show a willingness to learn and grow within the role.

Red flags

Be cautious of candidates who avoid discussing mistakes or show an inability to adapt to changing client needs. A lack of emphasis on clear communication or not valuing client relationships can also be concerning. Additionally, if a candidate seems indecisive or lacks confidence in decision-making, it might indicate potential challenges in the role.

The post 5 real-life junior account manager interview questions appeared first on Recruiting Resources: How to Recruit and Hire Better.

Make sure that you are interviewing the best staff accountant candidates. Sign up for Workable’s 15-day free trial to hire better, faster.

7 good staff accountant interview questions

1. What do you do to ensure accounting accuracy?
2. If you’re doing a physical inventory account and you find a big difference, what do you do?
3. What documentation do you use when sending invoices?
4. How have you ensured accuracy in your work?
5. How do you manage multiple tasks when an important deadline is approaching?
6. What was your favorite high school course?
7. Are you comfortable using technology on the job?

Here are 7 essential interview questions with sample answers to help you identify the best candidates for this role.

1. What do you do to ensure accounting accuracy?

Ensuring accuracy is fundamental in accounting.

Sample answer

“I consistently double-check my entries and use accounting software that has built-in error detection. Additionally, I stay updated with accounting standards and guidelines to ensure compliance.”

2. If you’re doing a physical inventory account and you find a big difference, what do you do?

Handling discrepancies is a common challenge in accounting.

Sample answer

“I would first recheck the count. If the discrepancy remains, I’d review recent transactions, check for documentation errors, and consult with the inventory team to identify any potential oversights.”

3. What documentation do you use when sending invoices?

Proper documentation ensures clarity in transactions.

Sample answer:

“I use detailed invoices that include item descriptions, quantities, prices, terms of payment, and the client’s purchase order number. I also attach any supporting documents, like delivery receipts or contracts, for reference.”

4. How have you ensured accuracy in your work?

Accuracy is paramount in accounting roles.

Sample answer

“I always reconcile accounts regularly, use automated tools for error detection, and maintain a checklist for monthly closing processes to ensure no steps are missed.”

5. How do you manage multiple tasks when an important deadline is approaching?

Time management skills are crucial in accounting roles.

Sample answer

“I prioritize tasks based on their urgency and importance. I also break down larger tasks into manageable steps and set specific milestones. If needed, I’ll seek assistance or delegate to ensure timely completion.”

6. What was your favorite high school course?

This question provides insight into a candidate’s background and interests.

Sample answer:

“I enjoyed Mathematics the most. It challenged me to think critically and solve problems, skills I use daily as an accountant.”

7. Are you comfortable using technology on the job?

Modern accounting relies heavily on technology.

Sample answer

“Absolutely. I’m proficient in various accounting software like QuickBooks and Excel. I believe leveraging technology streamlines processes and enhances accuracy.”

What does a good Staff Accountant candidate look like?

A strong Staff Accountant candidate should have a keen eye for detail, be well-versed in accounting principles, and possess excellent analytical skills. They should be comfortable using accounting software and have a proactive approach to problem-solving. Good communication skills, both written and verbal, are also essential to convey financial information clearly.

Red flags

Beware of candidates who lack a systematic approach to tasks or are unfamiliar with basic accounting software. A reluctance to adapt to new technology or methods can also be concerning. Additionally, if a candidate seems unsure about basic accounting principles or lacks problem-solving skills, they might not be the right fit.

The post 7 real-life staff accountant interview questions appeared first on Recruiting Resources: How to Recruit and Hire Better.

This is not just a template that you can easily download. We will provide you with a complete set of templates for all the crucial new employee forms, along with valuable tips to streamline your onboarding process. Let’s dive in!

What are new employee forms?

New employee forms are a collection of documents that are filled out by new hires during the onboarding process. These forms serve multiple purposes, including:

1. Compliance

New employee forms ensure that your organization complies with federal and state regulations regarding employment eligibility, taxation, and reporting.

2. Information Gathering

These forms collect essential information about the new employee, such as personal details, emergency contacts, and demographic data.

3. Policy acknowledgment

New employee forms include acknowledgments for company policies, employee handbooks, and benefits information.

4. Documentation

Forms like the Form I-9 and W-4 verify the employee’s eligibility to work in the United States and determine the correct amount of federal income tax withholding.

By having new employees complete these forms, you can establish a solid foundation for their employment journey and ensure a smooth onboarding process.

New Employee forms

Now let’s explore the various new employee forms that are essential for a seamless onboarding process. Each form serves a specific purpose and contributes to the overall compliance and efficiency of your HR operations. Feel free to use the provided links to download the templates and adapt them to your organization’s requirements.

Employment Eligibility Verification (Form I-9)

The Form I-9, also known as the Employment Eligibility Verification, is a crucial document for verifying a new employee’s identity and eligibility to work in the United States. This form is required by the U.S. Citizenship and Immigration Services (USCIS) and must be completed by the employee within three days of their employment start date. As an HR professional, it is your responsibility to ensure that the employee provides the necessary identification documents and that the form is properly completed. You can download the Form I-9 template here.

Federal Withholding Form (W-4)

The W-4 form is used to determine the correct amount of federal income tax to withhold from an employee’s paycheck. It is crucial for HR professionals to provide new employees with this form and ensure that it is completed accurately. The information provided on the W-4 form helps employers calculate the correct withholding amount and ensures compliance with federal tax regulations. You can download the W-4 template here.

State Tax Withholding Forms

In addition to federal taxes, some states require employees to complete state tax withholding forms. These forms help determine the correct amount of state income tax to withhold from an employee’s paycheck. To ensure compliance, it is essential to familiarize yourself with the specific requirements of your state and provide the relevant state tax withholding forms to your new employees. You can find state-specific tax withholding forms on the IRS website.

Statement of Prior Federal Service (SF-144)

The SF-144 form, also known as the Statement of Prior Federal Service, is required for employees with prior federal service. It helps determine retirement benefits and other entitlements based on their previous federal employment. HR professionals should provide this form to new employees who have previously worked for the federal government. You can download the SF-144 template here.

Employee Address Form

The Employee Address Form is specific to Bureau of Labor Statistics (BLS) new employees. It collects essential contact information to ensure effective communication and accurate record-keeping. HR professionals working in the BLS should provide this form to new hires for address verification and contact details. You can download the Employee Address Form template here.

Fast Start Direct Deposit (FMS-2231)

The Fast Start Direct Deposit form is used to set up direct deposit for an employee’s salary. Direct deposit offers convenience for both employees and employers, eliminating the need for physical checks and ensuring timely payments. HR professionals should provide this form to new hires to facilitate the direct deposit process. You can download the Fast Start Direct Deposit template here.

Emergency Information (DL1-65)

The Emergency Information form collects important contact details for an employee’s emergency contacts. It is crucial for HR professionals to have this information on file in case of any emergencies or unforeseen circumstances. HR professionals should provide this form to new employees to ensure the safety and well-being of everyone in the organization. You can download the Emergency Information template here.

Self-Identification of Disability (SF-256)

The SF-256 form, also known as the Self-Identification of Disability form, allows employees to voluntarily disclose their disability status. This information helps organizations track and monitor diversity and inclusion efforts. HR professionals should provide this form to new employees to ensure equal opportunities and accommodations. You can download the Self-Identification of Disability template here.

Ethnicity and Race Identification (SF-181)

The SF-181 form, also known as the Ethnicity and Race Identification form, collects data on an employee’s ethnicity and race. This information is used for statistical purposes to ensure equal employment opportunities and diversity in the workplace. HR professionals should provide this form to new employees to promote inclusivity and track diversity initiatives. You can download the Ethnicity and Race Identification template here.

Appointment of Affidavits (SF-61)

The SF-61 form, also known as the Appointment of Affidavits, is used to appoint individuals authorized to administer oaths or affirmations. HR professionals should provide this form to new employees who may be required to administer oaths or affirmations as part of their job duties. You can download the Appointment of Affidavits template here.

Previous Investigations Check (PIC) (DL1-7007)

The DL1-7007 form, also known as the Previous Investigations Check (PIC), is used to verify whether a new employee has previously undergone any background investigations. HR professionals should provide this form to new hires to gather information about their previous investigations, ensuring transparency and compliance. You can download the Previous Investigations Check (PIC) template here.

Declaration for Federal Employment (OF-306)

The OF-306 form, also known as the Declaration for Federal Employment, collects information about an employee’s suitability for federal employment. HR professionals should provide this form to new employees to gather information related to their background, conduct, and fitness for federal employment. You can download the Declaration for Federal Employment template here.

Remember, these forms are crucial for compliance, information gathering, and policy acknowledgment.

By using our policy templates and following our tips, you can save time and effort while ensuring a smooth onboarding experience for your new hires. 

The post New employee forms appeared first on Recruiting Resources: How to Recruit and Hire Better.

This not only safeguards the organization legally but also enhances employee morale and trust, knowing their well-being is a priority.

What is an employment short term disability pregnancy policy

An employment short-term disability pregnancy policy is designed to support employees who experience medical complications during their pregnancy, which prevent them from performing their regular job duties.

This policy ensures that affected employees receive a portion of their regular income during their medically necessitated absence. It’s distinct from regular maternity leave, focusing specifically on unforeseen health challenges related to pregnancy.

By having such a policy, organizations demonstrate a commitment to the well-being of their employees, ensuring they can focus on their health without the added stress of financial insecurity.

A short-term disability pregnancy policy should include:

1. Eligibility criteria: Clear guidelines on who qualifies for the benefit.
2. Duration of benefits: The maximum period an employee can avail of the short-term disability.
3. Compensation details: Percentage of regular income provided during the leave.
4. Documentation requirements: Medical certifications or documents needed to avail the benefit.

Is there a difference between maternity leave and short-term disability?

There’s a significant difference. Maternity leave is a predetermined leave period provided to mothers around the time of childbirth or adoption, allowing them to care for their newborn or newly adopted child.

Short-term disability due to pregnancy, on the other hand, is specifically for complications arising during pregnancy that prevent an employee from working. It’s not about the act of childbirth itself but about medical challenges that might arise during pregnancy.

Step by step instructions on how to write a short-term disability pregnancy policy

1. Research and understand laws

Familiarize yourself with federal and state laws related to short-term disability and pregnancy.

2. Define eligibility

Determine which employees qualify, considering factors like tenure.

3. Determine benefit duration

Decide the maximum duration for which the benefit can be availed.

4. Set compensation percentage

Decide what portion of the employee’s salary will be provided during the leave.

5. List documentation requirements

Specify what medical proofs or certifications are needed.

6. Consult legal counsel

Before finalizing, ensure the policy is compliant with all relevant laws.

7. Communicate the policy

Once drafted, communicate the policy to all employees and provide training to HR on its implementation.

Short-term disability pregnancy policy template

Brief & Purpose

At [Organization Name], we understand the unpredictability of health challenges during pregnancy. This policy aims to provide a safety net for our employees, ensuring they can prioritize their health without the added stress of job security or financial instability.

By offering this support, we aim to foster a compassionate work environment where employees feel valued and cared for during critical life events.

Eligibility

All full-time employees of [Organization Name] are eligible for short-term disability leave due to pregnancy complications, provided they have been with the organization for a minimum of 12 months.

This duration ensures that employees have a reasonable tenure with the company, reflecting our commitment to both newer and long-standing team members.

Duration

The standard duration for short-term disability leave due to pregnancy complications is up to 12 weeks. However, we recognize that every individual’s health situation is unique. If an employee requires an extended period of leave beyond the initial 12 weeks, they can request an extension.

This request will be considered based on the medical certification provided and the nature of the complications.

Compensation

During the short-term disability leave, employees will be compensated at 70% of their regular salary. This compensation rate ensures that employees can manage their financial obligations while focusing on their health. The rate has been determined keeping in mind a balance between organizational sustainability and employee welfare.

Documentation

To avail of the short-term disability leave, employees must provide a medical certificate from a licensed healthcare provider. This certificate should detail:

The specific nature of the pregnancy complication.
The anticipated duration of the disability.
Any treatments or interventions prescribed.

This documentation ensures transparency and helps the HR department make informed decisions regarding the leave request.

Procedure

1. Immediate Notification
As soon as an employee becomes aware of a pregnancy-related complication that may require leave, they should notify the HR department. Early notification allows for smoother transitions and planning.

2. Submission of medical documentation
Employees must submit the required medical certificate to HR. This documentation will serve as the basis for the leave approval.

3. HR review
The HR department will review the submitted documents, verify the eligibility criteria, and then approve or decline the leave request.

4. Regular check-ins
During the leave period, employees might be required to check in regularly with HR. This ensures the organization stays updated on the employee’s health status and any potential changes to the leave duration.

5. Return to work
Before resuming their duties, employees may need to provide a fitness certificate from their healthcare provider. This ensures they are fit to return to work and that there’s no risk to their health.

The post Employment short term disability pregnancy policy template appeared first on Recruiting Resources: How to Recruit and Hire Better.

Make sure that you are interviewing the best HR manager candidates. Sign up for Workable’s 15-day free trial to hire better, faster.

10 good HR Manager interview questions

1. Describe your ideal onboarding process. In what ways would this process provide the best hiring experience? How does the onboarding process support the company’s business goals?
2. Describe your hiring approach. How and where do you find talented job applicants?
3. Provide an example of a time when you led a complex HR project from inception to conclusion.
4. What would be the first employee policy you would draft as a new HR manager? Why is this policy a high priority? How would you ensure company-wide compliance with this policy?
5. How do you define company culture? What would you do to help maintain it as the company grows?
6. Which HR technology tools do you prefer? Can you suggest one system per function for us — applicant tracking, payroll, onboarding, referrals?
7. In your experience, which benefits/perks drive the highest employee satisfaction and engagement?
8. How do you stay current and ensure compliance with national labor laws like taxes, industrial laws, social security, health insurance? Have you ever experienced a misstep that resulted in regulatory issues? How did you handle it?
9. In your experience, what is the most effective way to resolve employee and upper-level management conflicts?
10. How do you handle employee feedback, especially when it’s negative or critical about company policies or leadership?

Here are 10 essential interview questions and sample answers to help identify the best candidates for this role.

1. Describe your ideal onboarding process. In what ways would this process provide the best hiring experience? How does the onboarding process support the company’s business goals?

This question assesses the candidate’s approach to integrating new employees into the company and ensuring they align with the company’s objectives.

Sample answer:

My ideal onboarding process involves a comprehensive orientation, mentorship programs, and regular check-ins. This ensures new hires feel welcomed, understand their role, and see how they contribute to the company’s goals.

2. Describe your hiring approach. How and where do you find talented job applicants?

This question evaluates the candidate’s strategies for sourcing and attracting top talent.

Sample answer:

I utilize a mix of job boards, networking events, and employee referrals. Leveraging technology, such as applicant tracking systems, also aids in streamlining the process and reaching a wider audience.

3. Provide an example of a time when you led a complex HR project from inception to conclusion.

Understanding the candidate’s project management skills and their ability to handle complex HR initiatives is crucial.

Sample answer:

I once led the implementation of a new HRIS system. It involved coordinating with IT, training staff, and migrating data. The project was completed on time and resulted in a 30% increase in HR efficiency.

4. What would be the first employee policy you would draft as a new HR manager? Why is this policy a high priority? How would you ensure company-wide compliance with this policy?

This question gauges the candidate’s understanding of essential HR policies and their importance.

Sample answer:

I would prioritize drafting a comprehensive anti-discrimination and harassment policy. It’s crucial for creating a safe and inclusive work environment. To ensure compliance, I’d conduct regular training sessions and establish clear reporting mechanisms.

5. How do you define company culture? What would you do to help maintain it as the company grows?

Company culture is integral for employee satisfaction and retention.

Sample answer:

Company culture is the shared values, beliefs, and practices that shape the work environment. To maintain it, I’d regularly gather feedback, ensure leadership embodies the culture, and integrate cultural values into hiring and onboarding processes.

6. Which HR technology tools do you prefer? Can you suggest one system per function for us — applicant tracking, payroll, onboarding, referrals?

HR technology is essential for modern HR operations.

Sample answer:

I prefer tools like Workday for applicant tracking, ADP for payroll, BambooHR for onboarding, and Jobvite for referrals. These platforms offer comprehensive features and integrate well with other systems.

7. In your experience, which benefits/perks drive the highest employee satisfaction and engagement?

Benefits play a significant role in employee motivation and retention.

Sample answer:

Flexible work hours, comprehensive health benefits, and continuous learning opportunities tend to drive the highest satisfaction. Additionally, regular recognition and wellness programs also contribute significantly.

8. How do you stay current and ensure compliance with national labor laws like taxes, industrial laws, social security, health insurance? Have you ever experienced a misstep that resulted in regulatory issues? How did you handle it?

Staying compliant is crucial for avoiding legal complications.

Sample answer:

I regularly attend HR seminars and subscribe to HR newsletters. Once, a misinterpretation of a tax law led to minor issues, but we quickly rectified it by consulting with a labor attorney and adjusting our processes.

9. In your experience, what is the most effective way to resolve employee and upper-level management conflicts?

Conflict resolution skills are essential for HR managers.

Sample answer:

Open communication is key. I facilitate a neutral space for both parties to express their concerns, then work collaboratively to find a mutually agreeable solution, ensuring both sides feel heard and valued.

10. How do you handle employee feedback, especially when it’s negative or critical about company policies or leadership?

This question delves into the candidate’s approach to feedback management, especially when it pertains to sensitive areas like company policies or leadership decisions.

Sample answer:

I believe feedback, whether positive or negative, is invaluable for growth. When receiving critical feedback, I first ensure the employee feels heard and understood. Then, I analyze the feedback’s validity and context. If it’s constructive, I collaborate with relevant departments or leadership to address the concerns, always ensuring transparency and communication with the employee.

What does a good HR Manager candidate look like?

A strong HR Manager candidate possesses a blend of interpersonal skills, a deep understanding of HR regulations, and the ability to align HR strategies with business goals. They should demonstrate adaptability, leadership, and a commitment to fostering a positive work environment.

The post HR Manager interview questions and answers appeared first on Recruiting Resources: How to Recruit and Hire Better.

If the main body of your Employee Handbook is ready, use this template to conclude it and ask employees for acknowledgement of receipt of employee handbook, confirming that they they received and read your policies.

The Policy Revision & Employee Acknowledgement of Receipt policy should include:

1. Provisions for regular revisions of the handbook, ensuring it remains up-to-date with current legislation and employment practices
2. A call to action for employees to notify HR of any inconsistencies or errors they spot in the handbook
3. A formal acknowledgement section where employees confirm they’ve read and understood the handbook, with a space for their signature and date

Keep in mind that this template is not a legal document and may not take into account all relevant local or national laws. Please ask your attorney to review your finalized policy documents or Handbook.

The post Employee Handbook Conclusion (Policy Revision & Employee Acknowledgement of Receipt) appeared first on Recruiting Resources: How to Recruit and Hire Better.

Your Employee Code of Conduct is one of the most important parts of your Employee Handbook. We created a code of conduct template to help you communicate your expectations to your employees in a clear and tactful manner.

Download this Code of Conduct for Employees template in .doc format by clicking on the link at the bottom of this page.

This employee code of conduct policy should include:

1. Clear guidelines on acceptable dress code, ensuring employees present themselves professionally and in line with company culture
2. Protocols for using digital devices, internet, and social media, emphasizing security, appropriate usage, and the distinction between personal and professional representation
3. Procedures for addressing conflicts of interest, ensuring transparency, and maintaining the company’s best interests

Keep in mind that this template is not a legal document and may not take into account all relevant local or national laws. Please ask your attorney to review your finalized policy documents or Handbook.

Contents:

• Dress code
• Cyber security and digital devices
  • Internet usage
  • Cell phone
  • Corporate email
  • Social media
• Conflict of interest
• Employee relationships
  • Fraternization
  • Employment of relatives
• Workplace visitors
• Solicitation and distribution

The post Employee Code of Conduct appeared first on Recruiting Resources: How to Recruit and Hire Better.

Download this template in a .doc format by clicking on the link at the bottom of this page.

Keep in mind that this template is not a legal document and may not take into account all relevant local or national laws. Please ask your attorney to review your finalized policy documents or Handbook.

Contents:

• Working hours
• Paid time off (PTO)
• Holidays
• Sick leave
  • Long-term illness
• Bereavement leave
• Jury duty and voting
• Parental leave
  • Paternity and maternity leave

The post Working Hours, PTO and Vacation appeared first on Recruiting Resources: How to Recruit and Hire Better.

Download this policy in .doc format by clicking on the link at the bottom of this page.

Keep in mind that this template is not a legal document and may not take into account all relevant local or national laws. Please ask your attorney to review your finalized policy documents or Handbook.

Contents:

• Confidentiality and data protection
• Harassment and violence
  • Workplace harassment
  • Workplace violence
• Workplace safety and health
  • Preventative action
  • Emergency management
  • Smoking
  • Drug-free workplace

The post Workplace Policies appeared first on Recruiting Resources: How to Recruit and Hire Better.

In recent times, improved technology has enabled many employers to experiment with having a work from home policy (or/and a remote work policy) for employees. For some companies, it has become a common practice; they either hire professionals who work fully remotely – even in different countries – or offer flexible work from home/remote work opportunities as benefits. How do they make itwork? Usually, they provide employees with all the necessary gear, from live-messaging to project management tools to work virtually almost in the same way as they would in the office.

But not all companies and employers are familiar or comfortable with this relatively new work arrangement. They have more traditional operational systems and employees may not always be so tech-savvy. Not to mention that several roles require in-person contact or communication, for instance in healthcare or front-facing customer service, and telecommuting (yes, this is another word for work from home) is not a viable solution for them.

However, in certain cases, transitioning to work from home becomes imminent, for example during a health crisis (see COVID-19 in 2020) or even less complex situations, like moving to a new office. So, if you’re new to this – particularly to mitigate any kind of breakdown in workflow – the first thing you need to do is ensure that employees have everything they need to work effectively. If you cannot offer appropriate equipment and tools, be honest about it and figure out solutions with them (for example, allow use of personal laptops or permit them to attend meetings via phone).

Once you’ve ticked this box, share some tips with your employees on how to navigate through working from home successfully, avoiding undesirable consequences that might occur down the road such as lack of clarity in tasks, difficulty in communication, and common distractions in the home.

Here is our working from home tips email template:

Email subject line

Working from home tips for success

Email body

Dear [all/name of employee],

You’re about to experience the world of telecommuting (if you haven’t already). There’s a lot to gain; flexibility and better work-life balance are the two main pros. But, working virtually can be challenging at times, especially for those who are not familiar or even comfortable with it. That’s why we decided to put together some tips for you on how to effectively structure your day to remain productive and energetic.

Useful working from home tips:

• Craft a daily work routine: To put it simply, do what you would do in the office. Follow a certain schedule, structure your breaks, and in general, create rituals. This will help you stay more focused and keep your energy at a good level.
• Stick to your working hours: In the same tone, retain your working schedule as much as you can. We expect you to work for specific hours per day; if you need to change this plan for personal reasons, discuss it with your manager first. Let your team members know when they can reach out to you throughout the day and be available to them – they will be there for you, too.
• Stay online: It’s important to stay connected with your team and colleagues. Check your e-mail and [messaging app] regularly to receive your team’s requests and questions. Keep your calendar updated and hop into meetings with your camera and mic on. If you face issues with any of your primary tools, [e.g. mention main tools or apps], reach out to [IT/other department] at [address and/or phone number] to work on quick solutions and inform your team leader about it.
• Check your internet connection: Make sure you have a secure internet connection and fast enough to keep things rolling at all times. Follow all internet security guidelines diligently and do not connect to untrustworthy providers.
• Create a workspace: Having a dedicated room/desk/corner, where you can sit comfortably solely for work, will help you concentrate more. Keep all essential items within your reach. If you live with family or roommates, be transparent with them about your expectations during work time, especially when you are in calls/meetings with colleagues, customers, and partners.
• Limit distractions: Whether that’s scrolling through social media or cooking your lunch, it’s better to separate work from personal duties. This will enable you to retain your focus and dedicate your time to your duties.
• Share your thoughts with your manager and team: Working remotely sometimes can lead to the fear of missing out. Remember that your manager and team members are always there to hear your ideas and updates. Welcome their feedback to boost your performance and feel free to openly communicate your concerns with your teammates.
• Remember to socialize and have fun: Relationships with colleagues are important. Having them around only virtually can become confusing. The good thing is you can still get to know them during 1:1 meetings and calls. Share a laugh whenever you can, and socialize. We trust that you know how to keep things in balance.

We respect that every person is different – we believe that you can make it work on your own terms. After all, we want to make sure that you have everything you need to contribute to our mission and make the best out of this journey.

Email sign off

Thank you,

[Your name]
[Your e-mail signature]

You can also get answers to common questions around remote work in our FAQ guides:

• Remote Working FAQs
• Remote Hiring FAQs
• Remote Onboarding FAQs

The post Working from home (WFH) tips email template appeared first on Recruiting Resources: How to Recruit and Hire Better.

Internal promotion is a testament to an organization’s commitment to nurturing and recognizing the talents and skills of its existing workforce. By promoting from within, companies send a powerful message about the importance of employee growth, loyalty, and the opportunities available for those who consistently demonstrate excellence. This not only boosts morale but also fosters a culture where employees are motivated to excel, knowing that their hard work and dedication will be rewarded.

Furthermore, internal promotions are beneficial from a strategic standpoint. Employees who have been with the company for some time possess a deep understanding of its culture, values, and operations. When they ascend to higher roles, they bring with them this institutional knowledge, ensuring continuity and reducing the learning curve often associated with external hires. This can lead to smoother transitions, more effective leadership, and ultimately, enhanced organizational efficiency.

What should be included in an internal promotion announcement email?

An internal promotion email should clearly communicate the key details of the promotion while celebrating the individual’s achievements. It should include the name of the employee being promoted, their new title or position, a brief overview of their contributions that led to the promotion, and the effective date of the change. Additionally, it’s essential to express gratitude for the employee’s dedication and hard work, and to convey excitement about their new role.

Encouraging colleagues to extend their congratulations can also foster a positive and supportive work environment. The email might also provide context on any resulting team or departmental changes, ensuring transparency and clarity for all staff members. In conclusion, you should:

• Inform staff about the transfer or promotion, so that they’re all aware of the employee’s new role and responsibilities.
• Share the excitement of seeing colleagues grow within the company and congratulate them on their contribution so far.
• Send the message to all employees that your organization supports internal movements and promotions.

Keep this email brief, but make sure to add any important details. For example, if the employee is starting their new job at an office in a different location, mention when they’ll be leaving their current office.

Internal promotion announcement email template

Email subject line

Welcoming [Employee’s name] to [team / department]

Email body

Hi all,

I’m very pleased to announce that [Employee’s name] is [moving to Marketing to work as our new Social Media Analyst / being promoted to Senior Account Manager].

In the past [2 years], [Employee’s name] has achieved great things in [previous team/department] helping us [maintain a fully functional website / provide excellent customer support]. Now, [he/she/they] will bring [his/her/their] knowledge and experience to [build new mobile apps / expand our customer base through new marketing channels].

Please join me in congratulating [Employee’s name] and wishing [him/her/them] best luck in [his/her/their] new role.

Email sign off

Best,
[Your name]
[Your email signature]

Related resources:

• Guide: How to manage your internal hiring process
• Company policy: Internal job posting
• Email template: New employee announcement

The post Internal promotion announcement email appeared first on Recruiting Resources: How to Recruit and Hire Better.

We’ve created the following email templates that you can download, customize and send to your teams to inform them about your company’s preventative measures against COVID-19, also referred to as the coronavirus. It’s useful to scale your outreach to the staff based on the current situation in the region where you operate. Also, make sure that you keep the communication lines open, beyond those emails, so that employees can address their concerns or questions about the pandemic outbreak.

Phase 1: When the risk of transmission in your region is low

At this stage, it’s important to make employees aware of the situation and let them know that you might have to take additional measures if the virus outbreak spreads in your region. Focus your email on the importance of hygiene along with guidelines to those who have traveled or plan to travel to high-risk areas.

Subject line: Coronavirus preventive measures

Hi all,

We’re closely monitoring the updates around the coronavirus (COVID-19) outbreak. Although for the time being our region is mildly affected, we want to act fast and ensure we’re taking all the precautionary measures to avoid any risks.

This is why we’d like you all to pay extra attention and implement the following guidelines:

Sick leave:

• If you’re feeling sick, leave the office immediately and stay at home until you’re completely asymptomatic. Common COVID-19 symptoms are coughing, difficulty breathing and fever, but we ask you to use your sick leave even if you have the slightest symptoms in order to prevent potential infection in the workplace.
• If you are diagnosed with COVID-19, use your sick leave as usual. You can refer to our sick leave policy [insert link] for more details on the process. You can return to the office only after you’ve fully recovered, with a doctor’s note confirming your recovery.

Travel policy:

• As of today, all business trips to high-risk areas are canceled. (You can consult the WHO Coronavirus disease (COVID-19) travel advice for more details.) If you had a trip planned to those areas (e.g. for training or to attend a conference), we will try to rearrange that when we have official assurance that it’s safe to travel.
• If you have traveled to any of the high-risk areas (or if you’re currently there), please contact HR and your manager as soon as possible. We might ask you to work from home for 14 days until you’re fully asymptomatic and avoid all in-person contact with colleagues in the meantime.
• The above applies even if you didn’t travel, but you live with someone who did travel to a high-risk area recently (e.g. a spouse, a flatmate or a child).

Please don’t hesitate to reach out to HR if you have any doubts about which areas are considered high-risk. Also, as guidelines on international travel guidance are regularly updated, be mindful of any upcoming trips you’ve booked, including those in areas that are currently low or moderate risk.

Work from home:

• If you’re catering for a family member who’s been diagnosed with COVID-19, but can work, you can request to work from home. Talk to your manager to see if this is possible, based on current projects and team needs; if not, we’ll ask you to use your paid leave.

Hygiene:

We’re already cautious when it comes to office hygiene, but in times like these, we ask you to ensure you follow these official guidelines:

• Wash your hands regularly throughout the day for at least 20 seconds at a time.
• Use hand sanitizers with at least 60% alcohol – we’ve equipped the office so you can find one anywhere.
• Avoid touching your face – especially eyes, nose, and mouth – with your hands.
• Cover your mouth with your elbow when you cough or sneeze.
• Open the windows regularly to ensure regular fresh air flow.

Your health is our top priority, so we will keep an eye on any developments around the coronavirus outbreak and will let you know if there are any extra precautionary measures we all need to apply.

There’s no need to panic – let’s all contribute to keeping our workplace safe. Feel free to reply to this email or stop by HR if you have any questions or concerns.

Thank you,

[Your name]
[Your email signature]

Phase 2: When the risk of transmission in your region is moderate

At this point, it’s time to start implementing stricter measures, such as restricting visitors to the office. You also need to get your teams prepared for the next phase. Remember that as the outbreak spreads, employees might start feeling stressed about it. So, make sure to give them clear guidelines and set the right tone so that they can all remain calm but cautious. Remember, you’re here to help and support them in any way you can.

Subject line: Coronavirus preventive measures

Hi all,

Following up from [last week’s] email and considering the updates of the coronavirus outbreak in our region, we want to take some extra measures to protect our teams’ health.

Visitors policy:

• Effective immediately, we’re restricting visits from external partners, customers, candidates and any other guests in our offices. Please cancel any meetings you’ve already planned with them and reach out to our IT department to get support on how to run these meetings virtually if possible.
• We are canceling any scheduled events that would take place in our offices. Don’t make plans to host other events until further notice.
• You’re also advised to refrain from visiting partners’ offices and scheduling meetings in coworking spaces.

Travel policy:

• All business trips, no matter the destination, are now canceled. If you have something planned, talk to your manager; we’ll try to rearrange trips when we have official guidance that’s it’s safe to travel.
• If you have recently traveled (to any location) or live with someone who did, please reach out to HR and your manager. As a precautionary measure, we might ask you to work from home for 14 days until you’re fully asymptomatic.

Work from home:

We’re expanding our work from home policy, so you can talk to your manager and HR about the option to work from home in cases where:

• You commute using public transit.
• You have a medical background such that COVID-19 could put your health at risk.
• You live with elderly/children/people with chronic diseases/etc.

In the following days, we will provide you with technical guidelines, along with some productivity tips, to help you work from home effectively. In the meantime, please reach out to your manager in order to coordinate regular meetings and workload.

For those of you who still work from the office, be extra cautious with hygiene and try to avoid overcrowding meeting rooms. In case you have the slightest symptoms (e.g. cough) but can work, don’t risk staying at the office. Talk to your manager immediately and work from home or get sick leave.

These all might sound like inconveniences, but they’re preventive measures we need to take in order to protect our health, and also not infect our loved ones or fellow citizens. We’re also doubling down on our efforts to keep the offices sanitized.

We will be monitoring the COVID-19 outbreak and will let you know as we have new guidance from the local authorities. Stay healthy and don’t hesitate to contact your managers or HR, if you have any questions or concerns.

Thank you,

[Your name]
[Your email signature]

Phase 3: When the risk of transmission in your region is moderate-high

At this stage, employees are already aware of the situation and – hopefully – getting preventive measures. But, with the COVID-19 outbreak officially declared a pandemic, you need to take even more drastic measures, like shutting down the offices and adopting a fully virtual work model. Employees are most likely expecting such a transition but make sure you give them all the necessary resources to adjust as smoothly as possible.

Subject line: Coronavirus preventive measures

Hi all,

I hope you and your loved ones are all healthy.

As we monitor the situation and follow the guidance of local authorities and the World Health Organization, we have decided to make work from home mandatory across the company.

Starting from [date] you’re all asked to work from home – our offices will be open in case you need to go and take your things (e.g. laptops, notebooks, chargers, etc.) or coordinate some details with your colleagues.

You can find here [link] comprehensive guides on how to work remotely effectively and what tools to use in order to keep being productive. Get in touch with your manager and team members to discuss best ways to connect virtually.

[You can also include specific, official guidelines from the government that may apply, such as pay to hourly employees, additional parental leave, etc.]

At this point, we can’t tell for how long we’ll have to work remotely but rest assured we’ll do anything we can to help you adjust to this new virtual work environment. This is a measure we need to take to protect our health but also minimize the risk of further spreading the virus.

We, in the HR team, and your managers are always available to discuss any questions or concerns you may have. If you’re unsure about something, simply ask and we’ll find a way to make it work for everyone. Above all, we want to remain safe, healthy and calm.

Thank you,

[Your name]
[Your email signature]

Email to managers and team leaders

This email can go specifically to managers and team leaders in order to keep everyone aligned. Many employees will have questions around the preventive measures, so keep managers informed about the best ways to address concerns that may come up. Make sure to update managers on any changes you make to company policies, e.g. if you decide to offer more flexible remote work options, as well as any guidance you have from the government.

You can customize the following email template during different trigger points to match the specific precautionary measures that you take against COVID-19 outbreak. Most importantly, provide managers some useful tips so they can help their teams remain calm and productive during these times of uncertainty.

Subject line: Team guidelines around coronavirus

Hi all,

As you know, we are taking preventive measures against the COVID-19 outbreak which means that we all need to adopt some new work habits. We rely on you to help your team members adjust as smoothly as possible.

We have already sent [or, we plan to send shortly] a company-wide email to announce some [additional] measures we’ll be implementing – please make sure that you and your teams are following these guidelines.

As we’re currently operating under some uncertain conditions, and we’re not in a position to predict how things will turn around in the next few weeks or even months, let’s all work together to ensure our team’s wellbeing.

Here are a few tips to keep in mind:

• Time off / Sick leave / Work from home: While we update our policies and share any changes we make, use your best judgment when a team member requests time off, sick leave or work from home. You can also proactively encourage employees to do so, taking into account that we’re not only protecting our health, we’re also protecting the health of those around us.
• COVID-19 symptoms: If any of your team members has even the slightest symptoms (e.g. cough, fever, difficulty breathing) ask them to go home. Be discreet; we don’t want to make anyone feel uncomfortable. This is a pandemic outbreak; it’s not anyone’s fault if they get infected, but we do need to minimize the risk. So, contact HR as soon as possible – we might need to sanitize the office or take other drastic measures.
• Remote work: As we’re transitioning to a virtual work environment, make sure your team is adequately equipped. Support them on tools you might start using, set some ground rules to enhance your communication (e.g. have video calls with the camera on) and be empathetic as some employees might struggle with finding a quiet space at home (particularly if they don’t live alone).
• Mental health: It’s natural that some of your team members might get stressed over this situation. Be there for them and let them know that we’ll all get through this tough time together. Try to avoid negative words that imply emergency and danger and opt for a more empathetic, calm tone. You can also encourage your team members to talk about their feelings and concerns during 1:1 meetings.

We do take and will continue to take precautionary measures so that we can keep working with a lower risk factor, but we realize that health is the top priority at this point. Be mindful of the inevitable changes in production and use this time to re-evaluate how you and your team are collaborating and how you can adapt to new working styles as we might need to work remotely for some time.

Mostly, make sure you also stay safe and reach out with any questions or concerns you have.

Thank you,

[Your name]
[Your email signature]

The post COVID-19 (Coronavirus) HR action plan email template appeared first on Recruiting Resources: How to Recruit and Hire Better.

• What is an employee warning letter?
• How to write an employee warning letter
• Employee warning letter template

Employee warning letter email template

Email subject line

Warning notice for [attendance] / Warning notice / Final warning notice

Email body

Dear [Employee’s name],

As we’ve recently discussed, your [absenteeism] is negatively affecting both your individual performance at work and your team’s productivity. We take [attendance at work] seriously and we expect all our employees to [comply with our company’s policy regarding time off].

However, you have frequently violated [this policy] and [have exceeded the number of days you can be absent from work] despite reprimands. More specifically, [in the last month you didn’t show up at work on X, Y, Z without any prior notice to either HR or your manager.] We do understand that unexpected issues may arise occasionally and we [are flexible (for example, by giving the option to work from home or take a sick leave to take care of a sick family member).] But, we still expect our employees to be professional and act in our company’s best interest.

This is your [first] warning notice. We expect you to correct your behavior and [request time off in advance and in a formal way (e.g. via email to your manager or through our HRIS.)] Otherwise, we will have to take further disciplinary action, up to and including termination.

Email sign off

I’m available to discuss any complications you face that cause your [absence at work.] Please, contact me directly if there’s any way I can help you.

Sincerely,

[Your name]
[Your email signature]

What is an employee warning letter?

An employee warning letter is a document that an employer issues to an employee to officially notify them of a breach of company protocol and to inform them of any disciplinary consequences. The employee signs the written warning to acknowledge its receipt and a copy is kept in their personnel file.

How to write an employee warning letter

A warning notice is a formal way to discipline employees about their misconducts. Misconduct may refer to:

• Unwillingness to perform job duties
• Attendance issues
• Breach of a company policy
• Other types of misdemeanors or one-time minor offenses

Take stricter measures (like suspension or termination) for serious violations such as harassment or fraud.

Related: Termination letter sample template

Depending on your company’s disciplinary action policy, it might be best to first have a manager or Human Resources representative issue a verbal warning and advise the employee on how to correct their behavior. If they don’t conform to your company’s standards, you can then send a written warning notice to emphasize the seriousness of their misconduct and explain what will happen if this behavior continues.

The purpose is to help employees understand how their misconduct impacts the company and their work, what the consequences are and how they can self-discipline so that they don’t face more serious disciplinary actions, including termination of employment. On your part, employee warning notices help you keep track of actions taken before deciding to dismiss an employee who ignores company regulations and reprimands.

Use the following employee warning notice email template as a point of reference and edit according to the type of misconduct. Make sure to include specific incidents that show how or when the employee committed a mistake at work and how this violates your company policies. If this is the first warning notice you send to an employee, ask them to meet at your office so you can further discuss the issue or suggest alternative solutions (like taking some days off if they have personal problems that affect their behavior.) If this is the final warning notice before dismissal, make that clear to employees so that they have one last chance to correct their behavior.

The post Employee warning notice email template appeared first on Recruiting Resources: How to Recruit and Hire Better.

Keep your email brief and use a positive tone to get your employee excited about their new role. Also, you can tweak and use this template when offering employees a new job in a different department.

Internal promotion offer email template

Subject line

Congratulations on your new role! / Your new employment contract

Email body

Dear / Hi [Employee’s name],

As discussed, we are happy to officially promote you to [Senior Account Manager / Team Leader] as of [date].

Attached you’ll find your updated contract that contains your new employment terms along with your compensation package and benefits. Please review and [come by the HR’s office to sign it / send back signed via email] until [date]. Feel free to reach out to me, should you have any questions.

Email sign off

We appreciate your hard work and commitment to the [Company_name] team for the past [two years]. We’re all looking forward to seeing you achieve great things in your new role.

Congratulations!

Best,
[Your name]
[Your email signature]

What should be included in an internal promotion offer email?

An internal promotion offer email serves as both a formal notification and a celebratory message. Starting with a clear and uplifting subject line, such as “Congratulations on Your New Role, [Employee’s Name]!”, sets a positive tone right from the outset. The email should open with a personalized greeting, addressing the employee by their first name to foster a sense of familiarity and warmth.

The body of the email should commence by acknowledging the employee’s hard work, dedication, and significant achievements that have culminated in this promotion. This recognition not only celebrates the employee’s past contributions but also reinforces their value to the organization. Following this acknowledgment, it’s crucial to provide explicit details about the promotion. This includes the new title or role they’re being offered, a brief overview of the primary responsibilities, and any changes in their reporting structure.

Compensation is a pivotal aspect of any promotion. The email should outline any adjustments in salary, bonuses, or other benefits accompanying the new role. If these details are to be discussed separately, it’s essential to mention that a more detailed conversation will be scheduled. Alongside, the official start date for the new position should be clearly indicated, helping both the employee and the organization plan the transition seamlessly.

Training and onboarding are often part and parcel of stepping into a new role. If the promotion entails any specific training sessions, orientations, or onboarding processes, a brief overview should be provided. Alternatively, the employee can be informed that more details will be shared in due course.

Open communication is key. The email should extend an invitation to the employee to ask any questions or seek clarifications regarding their new role. This ensures that any uncertainties are addressed promptly. Additionally, if there are administrative or procedural steps to be taken, such as signing a new contract, these should be outlined.

Concluding the email, it’s essential to express genuine enthusiasm and excitement about the employee’s future in their new role. A warm sign-off, reiterating congratulations and looking forward to their continued success, wraps up the message on a high note. Lastly, any pertinent documents related to the promotion can be attached, ensuring the employee has all necessary information at their fingertips.

Related resources:

• 8 job offer letter templates for every circumstance
• Email template: Internal promotion announcement
• Company policy: Internal hiring process
• Blog post: Advantages and disadvantages of internal recruitment

The post Internal promotion offer email appeared first on Recruiting Resources: How to Recruit and Hire Better.

To avoid back-and-forth emails, make sure you ask candidates to send you all necessary contact information, including names, phones or emails and the working relationship they had with their references.

You can ask specifically to get references from managers if, for example, you want to learn whether your candidates can follow instructions, take initiative and meet deadlines. To check how candidates behave as part of a team, ask for references from coworkers.

Asking for references email template

Subject line

[Job_title] at [Company_name]

Email body

Dear [Candidate_name] / Hi [Candidate_name],

Thank you for taking the time to talk to us about the [Job_title] position and [completing your assignment]. We enjoyed getting to know you and we’d like to move to the [next/final] stage of the process. Could you provide me with [two] references of yours? It would be nice if you could send me the names, reporting relationship and phones or emails of [two] of your former [managers/colleagues].

Feel free to contact me if you have any questions.

Email sign off

All the best / Kind regards,

[Your name]
[Your email signature]

When to ask for candidate references

It’s generally advisable to request references after a successful interview. This timing ensures that you’ve had an initial assessment of the candidate and see potential in their fit for the role. By waiting until after the interview, you also avoid the premature task of checking references for candidates who might not progress to the next hiring stage.

However, while post-interview is an optimal time, it’s crucial to ask for references before making the final job offer. The insights and feedback from references can play a pivotal role in making an informed hiring decision.

Additionally, always ensure that the candidate is comfortable with you reaching out to their references. Some individuals might have reservations, especially if they’re concerned about their current employer discovering their job-seeking activities.

How to ask for candidate references

When you’re ready to request references, it’s essential to approach the matter with clarity and respect. If you’re considering adding a section in the job application for candidates to list references, be mindful that some might prefer to provide this information at a later stage.

When reaching out to a candidate to ask for their references, personalizing the message can make a significant difference. Addressing the candidate by name and specifying the position they’ve applied for adds a touch of professionalism and shows attention to detail.

It’s also beneficial to be transparent about the reference-checking process. Informing the candidate about who will be contacting the references, whether it’s via a phone call or email, and what specific topics or questions will be covered can alleviate any apprehensions they might have.

It’s equally important to specify the kind of references you’re seeking. For instance, if you’re looking for professional rather than academic references, being clear about this helps the candidate provide the most appropriate contacts.

Providing a clear timeframe for when you’d like to receive the references can ensure the process remains timely and efficient. Emphasizing the importance of up-to-date contact information for references is also crucial to avoid any communication hiccups.

Lastly, reassuring the candidate about the confidentiality and professionalism of the reference check can provide them with peace of mind, especially if they’re concerned about the implications for their current role.

Related resources:

• Employment reference check questions
• Demystifying employment background checks
• Background check red flags

The post Asking candidates for references email template appeared first on Recruiting Resources: How to Recruit and Hire Better.

This is a sample job offer email template you can use when you have landed your perfect candidate and want to officially offer them a position. You can customize your email to include as many details as you think your candidate will want to know before making up their mind. You can also use our tutorial to get an idea of how to write a standout job offer email.

Your email’s subject line cannot leave your candidate guessing. It should clearly communicate that you’re offering them a job. Make sure your message includes all the most important information: position details (job title, working hours, department and manager), contract length (if applicable) and salary details (including benefits.)

You may consider attaching useful documents, like company policies and compensation plan or a copy with the employment terms that your candidate needs to sign, should they accept your offer. Don’t forget to set a specific timeframe for when you would like to get your candidate’s final response.

Is your company growing? Workable is the leading ATS for ambitious companies. Sign up for our 15-day free trial and start hiring better people, faster.

Email template for job offer

Email subject line

[Company_name] Job Offer / Job Offer from [Company_name]

Email body

Dear [Candidate_name],

We were all very excited to meet and get to know you over the past few days. We have been impressed with your background and would like to formally offer you the position of [Job_title]. This is a [full/part] time position [mention working days and hours.] You will be reporting to the head of the [Department_name] department. [If applicable: Please note that [Company_name] is an at-will employer. That means that either you or [Company_name] are free to end the employment relationship at any time, with or without notice or cause.]

We will be offering you an annual gross salary of [$X] and [mention bonus programs, if applicable.] You will also have [mention benefits as per company policy, like health and insurance plan, corporate mobile or travel expenses] and [X] days of paid vacation per year.
[optional: I am attaching a letter with more details about your compensation plan.]

Your expected starting date is [date.] You will be asked to sign a contract of [contract_duration, if applicable] and [mention agreements, like confidentiality, nondisclosure and noncompete] at the beginning of your employment.

We would like to have your response by [date.] In the meantime, please feel free to contact me or [Manager_name] via email or phone on [provide contact details], should you have any questions.

Email sign off

We are all looking forward to having you on our team.

Best regards,

[your name]
[Signature]

What should be included in a job offer email?

A job offer email should begin with a warm salutation, addressing the candidate by their name. Following this, the email should clearly state the job title being offered. One of the most crucial details to mention next is the compensation package, which includes the salary and any potential bonuses or incentives.

Alongside this, it’s essential to specify the proposed commencement date and detail the expected working hours and days.

Benefits play a significant role in a candidate’s decision-making process, so it’s vital to outline any additional perks the company offers, such as health insurance, retirement plans, or other bonuses. To give the candidate a clear understanding of their role, a brief overview of the job responsibilities should be provided.

If the position is contract-based, the duration or length of the contract should be mentioned.

It’s also helpful to identify to whom the candidate will be reporting, as this gives them an idea of the company’s structure. To ensure a timely response, the email should state a deadline by which the candidate should either accept or decline the offer.

Following this, instructions on the next steps, such as the process for accepting the offer, completing any necessary paperwork, or attending orientation, should be detailed.

Lastly, the email should provide contact information, ensuring the candidate has a point of reference for any questions or clarifications. Concluding the email, a polite closing remark can be added, expressing gratitude to the candidate for considering the offer.

The email should be signed off with the name and title of the person making the offer, accompanied by the company’s contact details.

More resources:

• 8 job offer letter templates for every circumstance with extra tips
• Formal job offer letter template when offering a full-time position
• More email templates: 12 time-saving email templates for recruiters
• Read our guide to making a successful job offer to a candidate
• What you need to know when making a job offer

The post Job offer email template appeared first on Recruiting Resources: How to Recruit and Hire Better.

Make sure you include practical details, like start date and time of arrival. You can attach employment paperwork, benefits plan and/or company policies to give them a heads-up. You should also ask them to send over (or bring with them) anything you need to complete their hiring process (e.g. their bank account details, passport or other official paperwork.)

This new hire welcome email sends the message that you’re organized and interested in making your new employee feel welcome.

Is your company growing? Workable is the leading ATS for ambitious companies. Sign up for our 15-day free trial and start hiring better people, faster.

New employee email template

Email subject line

Welcome to [Company name]

Email body

Dear [Employee’s name],

We are all really excited to welcome you to our team! As agreed, your start date is [date.] We expect you to be in our offices by [time] and our dress code is [casual/ business casual.]
[If necessary, remind your employee that they need to bring their ID/ paperwork.]

At [Company name], we care about giving our employees everything they need to perform their best. As you will soon see, we have prepared your workstation with all necessary equipment. Our team will help you setup your computer, software and online accounts on your first day. [Plus, if applicable, mention any extra things you’ve prepared for your new hire, like a parking spot, a coffee mug with their name or a company t-shirt.]

We’ve planned your first days to help you settle in properly. You can find more details in the enclosed agenda. As you will see, you’ll have plenty of time to read and complete your employment paperwork (HR will be there to help you during this process!) You will also meet with your hiring manager to discuss your first steps. For your first week, we have also planned a few training sessions to give you a better understanding of our company and operations.

Our team is excited to meet you and look forward to introducing themselves to you during [planned event/ lunchtime].

If you have any questions prior to your arrival, please feel free to email or call me and I’ll be more than happy to help you.

Email sign off

We are looking forward to working with you and seeing you achieve great things!

Best regards,

[Your name]
[Your signature]

What should be included in a new employee email?

A new employee email is a crucial communication tool that introduces a new hire to the existing team and sets the tone for their integration into the company culture.

The email should begin with a warm introduction of the new employee. This introduction should highlight the employee’s name, their role or job title, and a brief summary of their professional background. Sharing a bit about their past experiences, achievements, or notable projects can give the team a glimpse into the new member’s expertise and capabilities.

Following the professional introduction, it’s a good idea to include some personal tidbits about the new hire. This could encompass hobbies, interests, or fun facts. This personal touch helps humanize the new employee, making it easier for existing team members to find common ground or conversation starters, fostering early rapport-building.

Additionally, it’s beneficial to mention the new employee’s start date and any initial projects or teams they’ll be working with. This gives the existing team a heads-up on when they might start interacting with the new member and in what capacity.

To ensure a warm welcome, the email can conclude by encouraging current employees to reach out, introduce themselves, or offer assistance as the new hire gets acclimated. This gesture promotes a culture of camaraderie and support.

Lastly, attaching a photo of the new employee can be a thoughtful addition, allowing team members to recognize and greet them in person, further facilitating a smooth and friendly integration into the company.

More onboarding resources:

• Onboarding: the new hire checklist
• How to welcome a new hire
• Welcome new staff email
• Tips for the new employee welcome package

The post New employee welcome email appeared first on Recruiting Resources: How to Recruit and Hire Better.

An employment contract should include:

• Terms of employment: Duration, job role, responsibilities, and probationary period.
• Compensation and benefits: Salary, bonuses, benefits, and any other allowances.
• Termination clauses: Grounds for termination, notice periods, and severance pay.
• Confidentiality and non-compete clauses: Protecting company information and preventing employees from working with competitors for a specified duration post-employment.

What is an employment contract?

An employment contract is a binding document that delineates the rights, responsibilities, and obligations of both the employer and the employee. It serves as a reference point for both parties, ensuring that they are aware of their duties, compensation, benefits, and other pertinent details.

Furthermore, this contract acts as a protective measure, offering legal recourse in case of any breaches or disagreements. By having a clear and comprehensive employment contract, both employers and employees can operate with a clear understanding of expectations, leading to a harmonious working relationship.

What types of employment contracts are there?

Contracts serve as the backbone of professional relationships, clearly defining the terms, expectations, and obligations of both parties.

As organizations evolve and adapt to changing business landscapes, the need for varied employment arrangements arises.

Let’s delve into the different types of employment contracts, offering insights into their unique characteristics and applications.

Permanent employment contract

This type of contract is designed for employees who are hired for an indefinite period. It provides stability and assurance to the employee, indicating that the organization intends to employ them for the long term unless unforeseen circumstances arise.

Fixed-term employment contract

Tailored for employees who are brought on board for a specific duration or for a particular project, this contract has a clear start and end date. It’s commonly used for project-based roles or seasonal work.

Casual employment contract

This contract is for employees who are hired on an as-needed basis. They don’t have set regular hours but are called upon when there’s a demand. It offers flexibility to both the employer and the employee.

Zero-hours contract

Employees under this contract have no guaranteed hours. They are essentially on-call and work when required by the employer. It provides maximum flexibility for the employer but can be unpredictable for the employee in terms of income.

Freelance/contractor agreement

This is for self-employed individuals who provide specific services to the organization for a predetermined period or project. Unlike traditional employees, freelancers or contractors handle their own taxes and benefits.

Apprenticeship contract

Designed for individuals who are brought into the organization to learn a specific trade or profession, this contract ensures that the apprentice receives both training and a stipulated wage during their learning period.

Step by step instructions on how to write your own employment contract

1. Understand the role

Begin by detailing the job description, responsibilities, and expectations.

2. Determine the contract type

Based on the nature of the job, decide which type of employment contract is suitable.

3. Specify compensation

Clearly outline the salary, frequency of payment, bonuses, and any other financial benefits.

4. Include working hours

Define the regular working hours, overtime provisions, and any flexible working arrangements.

5. Detail leave entitlements

Mention annual leave, paid time off, sick leave, and other leave types.

6. Add termination clauses

Clearly state the grounds for termination, required notice periods, and any severance packages.

7. Confidentiality and non-compete

Ensure clauses that protect company secrets and prevent the employee from joining competitors immediately after leaving are included.

8. Review and legal check

Before finalizing, have the contract reviewed by legal professionals to ensure compliance with labor laws.

Employment contract template

This Employment Contract (“Contract”) is entered into as of [Date], by and between [Organization Name], herein referred to as the “Employer,” and [Employee Name], herein referred to as the “Employee.”

1. Position and duties: The Employee is hired as [Job Title]. The duties and responsibilities will include [Detailed Job Responsibilities].

2. Duration: This is a [Type of Contract, e.g., “Permanent”] contract, commencing on [Start Date].

3. Compensation: The Employee will receive a salary of [Amount] payable [e.g., “monthly”]. Additional benefits will include [List Benefits].

4. Working hours: The regular working hours are [e.g., “9 am to 5 pm, Monday to Friday”]. Overtime provisions are [Details about Overtime].

5. Termination: Either party can terminate this contract by giving [e.g., “one month”] notice. Grounds for immediate termination include [List Grounds].

6. Confidentiality: The Employee agrees not to disclose any confidential information pertaining to the Employer.

7. Non-compete: Upon termination, the Employee will not work with a competitor or start a similar business for a duration of [e.g., “one year”].

8. Governing law: This Contract is governed by the laws of [Country/State].

Both parties hereby agree to the terms set forth in this Contract.

Employer’s signature & date employee’s signature & date.

The post Employment contract template appeared first on Recruiting Resources: How to Recruit and Hire Better.

This data serves as the foundation for numerous HR functions, including payroll processing, benefits administration, performance management, and succession planning.

Moreover, in the event of workplace emergencies, having immediate access to an employee’s emergency contact information can be crucial.

Additionally, maintaining up-to-date employee records helps HR professionals ensure compliance with labor laws and regulations, which often require employers to keep certain employee information on file.

Therefore, the role of an employee information form becomes indispensable in the HR toolkit.

What is an employee information form?

An employee information form is a standardized document used by companies to gather essential details about their employees. This form typically includes sections for personal information, job-related data, and emergency contact details.

How could an HRIS help you gather this information easily?

A Human Resource Information System (HRIS) like Workable can significantly simplify the process of gathering and managing employee information.

Workable allows HR teams to store all employee data in one place, making it easily accessible and manageable.

It also offers features like digital forms, which employees can fill out online, eliminating the need for paper forms and manual data entry.

This not only saves time but also reduces the risk of errors.

What a good employee information form should include?

A good employee information form should be comprehensive yet straightforward. It should include:

Personal Information: Full name, address, contact details, marital status, and spouse’s details.

Job Information: Title, department, supervisor, work location, start date, and salary.

Emergency Contact Information: Name, address, and contact details of the emergency contact.

The form should be easy to understand and fill out, with clear instructions and well-defined fields. It should also comply with privacy laws, ensuring the data collected is stored and used responsibly.

An employee information form is a vital tool for effective communication and smooth administrative processes within an organization.

You can download the form from the right sidebar.

The post Employee information form template appeared first on Recruiting Resources: How to Recruit and Hire Better.

The post Database Developer job description appeared first on Recruiting Resources: How to Recruit and Hire Better.

The interview process policy is ready to be tailored to your company’s needs. It could be part of your hiring guide.

What is the interview process policy?

The Interview Process Policy outlines the steps and guidelines to be followed when interviewing potential candidates for a position within the organization. 

It begins from the moment a job vacancy is identified, through to the screening of applications, shortlisting of candidates, conducting interviews, and finally, making a job offer. 

The policy ensures that every candidate is given an equal opportunity and is assessed based on merit, skills, and fit for the role. 

Additionally, it emphasizes the importance of maintaining professionalism, confidentiality, and respect throughout the process, ensuring that the organization’s reputation is upheld and that candidates have a positive experience regardless of the outcome.

A interview process policy should include:

1. Stages of the interview: A clear outline of the different phases, such as initial screening, technical interviews, HR interviews, and final discussions
2. Roles and responsibilities: Defining who is responsible for each stage, from screening resumes to conducting interviews and providing feedback
3. Evaluation criteria: Setting clear guidelines on how candidates will be assessed, ensuring consistency and fairness
4. Feedback and communication: Procedures for providing feedback to candidates and communicating the next steps or decisions

Why is it important to have an interview process policy?

An Interview Process Policy is crucial for ensuring that the recruitment process is consistent, transparent, and fair. It provides clear guidelines for both interviewers and candidates, ensuring that everyone is on the same page. 

A well-defined policy reduces the risk of biases, ensures that the best talent is selected, and upholds the organization’s reputation as a fair and desirable employer. 

Moreover, it ensures compliance with employment laws and regulations, reducing potential legal risks.

Step by step instructions on how to write your own interview process policy

1. Identify the need

Understand the specific requirements of your organization. For instance, tech companies might require coding tests, while marketing roles might focus on portfolio reviews.

2. Define the stages

Break down the interview process into clear stages. For example, initial screening, technical round, managerial round, and HR discussion.

3. Set roles and responsibilities

Assign specific individuals or teams to each stage. For instance, the technical team handles the technical round, while HR manages the final discussion.

4. Determine evaluation criteria

Set clear metrics or guidelines for evaluating candidates at each stage. This could include technical skills, cultural fit, or problem-solving abilities.

5. Feedback mechanism

Establish a system for interviewers to provide feedback and for candidates to receive updates on their status.

6. Review and update

Periodically review the policy to ensure it remains relevant and effective, making adjustments as needed.

Interview process policy template

Policy brief & purpose

This policy aims to provide clarity, structure, and fairness to the interview process at [Organization Name], ensuring that we consistently identify and onboard the best talent aligned with our values and objectives.

Scope

All recruitment activities and roles within [Organization Name].

Policy Guidelines

Interview process

Our interview process begins with a collaborative meeting between the hiring team and our recruiters to align on the role’s requirements. Once the job is posted, the initial interaction with potential candidates typically takes the form of a screening call or a one-way video interview.

This is followed by a cognitive assessment and a role-specific assignment to gauge their practical skills. The next phase involves a detailed interview with the hiring manager, where we use a scorecard for consistent evaluation. Candidates then engage with our senior leadership, allowing us to assess their strategic fit with our company’s vision.

Before finalizing our decision, we conduct reference calls to gain insights into the candidate’s past performance. The process concludes with successful candidates receiving an offer letter.

Things to avoid

As interviewers, it’s crucial to maintain professional boundaries and avoid certain topics:

Previous employers: While it’s acceptable to discuss reasons for leaving a past job, refrain from engaging in negative talk about former employers. If a candidate veers into unprofessional territory, redirect the conversation to more relevant topics.

Personal matters: Avoid delving into personal topics unless the candidate brings it up in a context relevant to their career. Remember, if it’s not a topic you’d discuss in a professional meeting, it’s likely inappropriate for an interview.

Sensitive topics: Politics, religion, and other controversial subjects have no place in interviews.

Overly casual conversations: While building rapport is essential, the primary focus should be on professional matters. Ensure the discussion remains centered on the role and the candidate’s qualifications.

Avoiding conflicts: Encounters with challenging candidates are inevitable. Regardless of their behavior, always remain calm, professional, and steer the conversation back to the job at hand.

Conclusion

[Organization Name] is committed to a transparent, fair, and comprehensive interview process, ensuring that we bring onboard individuals who resonate with our values and contribute to our vision.

The post Interview process policy template appeared first on Recruiting Resources: How to Recruit and Hire Better.

This sexual harassment policy template is ready to be tailored to your company’s needs and should be considered a starting point for setting up your company policies.

The sexual harassment policy should include:

1. A clear definition of what constitutes sexual harassment, including examples of unacceptable behaviors and actions
2. Procedures for reporting sexual harassment, detailing how victims or witnesses can come forward and the steps the company will take upon receiving a complaint
3. Measures to support victims of harassment, including options for mental health services, counseling, and ensuring their job and benefits remain unaffected

The post Sexual Harassment policy appeared first on Recruiting Resources: How to Recruit and Hire Better.

This Breastfeeding policy sample is ready to be tailored to your company’s needs and should be considered a starting point for setting up your employment policies.

This breastfeeding policy should include:

1. Provisions for a dedicated lactation room, ensuring it’s separate from other common areas, equipped with necessary amenities, and maintained for cleanliness and privacy
2. Clear guidelines on the duration and frequency of lactation breaks, along with compensation details during these breaks
3. Procedures for booking the lactation room, recording break times, and addressing any grievances or complaints related to breastfeeding accommodations

The post Breastfeeding Policy in the Workplace appeared first on Recruiting Resources: How to Recruit and Hire Better.

This Short-Term Disability Policy sample is ready to be tailored to your company’s needs and should be considered a starting point for setting up your employment policies.

The short-term disability policy should include:

1. Clear definitions of what constitutes short-term disability, distinguishing between temporary disabilities and minor injuries
2. Specific guidelines on the duration of short-term disability leave, the amount of disability pay, and any caps on the pay
3. Procedures for applying for short-term disability benefits, including the necessary documentation, reporting requirements, and steps to follow upon returning to work

The post Short-term disability policy appeared first on Recruiting Resources: How to Recruit and Hire Better.

This Pets is the workplace policy template is ready to be tailored to your company’s needs and should be considered a starting point for setting up your employment policies.

The pets in the workplace policy should include:

1. Specific criteria for the types of pets allowed, their training requirements, and any breed or size restrictions
2. Owner responsibilities, including cleaning up after their pets, supervising them, and ensuring they don’t disturb coworkers or damage property
3. Designated areas where pets are allowed and prohibited, along with procedures for addressing complaints or concerns related to pets

The post Pets in the workplace company policy appeared first on Recruiting Resources: How to Recruit and Hire Better.

This sample employee probationary period policy template is ready to be tailored to your company’s needs and should be considered a starting point for setting up your custom employee probation period policy. A probationary period company policy may also be referred to as a probation policy.

The probationary period policy should include:

1. Clear criteria for evaluating an employee’s performance, behavior, and collaboration during the probationary phase
2. Specific circumstances under which an existing employee might be placed on probation, such as after a promotion or due to disciplinary reasons
3. Guidelines on the potential outcomes at the end of the probationary period, including retention, demotion, or termination

The post Employee Probationary Period Policy appeared first on Recruiting Resources: How to Recruit and Hire Better.

This employee performance review policy template is ready to be tailored to your company’s needs and should be considered a starting point for setting up your employment policies.

This employee performance review policy should include:

1. Clear criteria defining good performance, such as meeting targets, adhering to company policies, and exhibiting a collaborative attitude
2. Regularly scheduled performance reviews, specifying the frequency (e.g., annual, bi-annual, quarterly) and the associated procedures
3. Guidelines for rewards, training opportunities, and frequent communication between managers and employees to ensure continuous feedback

The post Employee performance review policy template appeared first on Recruiting Resources: How to Recruit and Hire Better.

This drug testing policy template is ready to be tailored to your company’s needs and can be a starting point for setting up your employment policies.

The drug testing policy should include:

1. Clear guidelines on when and how drug tests will be conducted, ensuring respect for individual rights and confidentiality
2. Specific instances that constitute “reasonable suspicion” for administering a drug test, along with the types of drugs being tested for
3. Procedures for contesting false positives and the company’s stance on prescription drugs, marijuana, and alcohol usage

The post Drug testing policy appeared first on Recruiting Resources: How to Recruit and Hire Better.

This New Hire Company Policy template is ready to be tailored to your company’s needs and should be considered a starting point for setting up your employment policies.

The New hire policy should include:

1. Making new hires feel welcome and helping them get acquainted with their team
2. Providing relevant information about their position, company principles, orientation, mission, and procedures
3. Implementing onboarding steps both before the new hire’s first day and during their initial months on the job

The post New hire company policy appeared first on Recruiting Resources: How to Recruit and Hire Better.

This resignation policy template is ready to be tailored to meet your company’s needs and should be considered a starting point for setting up your employment policies. An employee resignation policy may also be called a voluntary termination policy.

The “employee resignation” policy should include:

1. Notice of resignation: Guidelines on how and when employees should provide notice, including the recommended notice period.
2. Exit interviews: The process of conducting exit interviews to gather feedback from departing employees.
3. Rehire policy: Conditions under which a former employee may be considered for rehiring.

The post Employee resignation policy template appeared first on Recruiting Resources: How to Recruit and Hire Better.

This Employee Recruitment and Selection Policy template is ready to be tailored to your company’s needs and should be considered a starting point for setting up your recruiting policies.

This Employee Recruitment and Selection policy should include:

1. Process overview: Explanation of the recruitment and selection process, from identifying the need for an opening to making an official job offer.
2. Job posting guidelines: Details on posting jobs internally, creating job descriptions, and ensuring clarity and consistency in job ads.
3. Selection stages: Description of standard hiring stages, such as resume screening, phone screening, and interviews, with flexibility to add or remove stages as needed.

The post Employee Recruitment and Selection Policy Sample appeared first on Recruiting Resources: How to Recruit and Hire Better.

This Hot Desking Policy template is ready to be tailored for your company’s needs and should be considered a starting point for setting up your employment policies.

The hot desking policy should include:

1. Definition and purpose: Explaining the concept of hot desking and its benefits, such as saving space and promoting networking
2. Employee responsibilities: Guidelines on keeping desks tidy, removing personal items, and respecting shared spaces
3. Company responsibilities: Providing necessary equipment, creating an open-plan office, and ensuring adequate facilities for all employees

The post Hot Desking Policy appeared first on Recruiting Resources: How to Recruit and Hire Better.

This Employee Mental Health policy template is ready to be tailored to your company’s needs and should be considered a starting point for setting up your employment policies.

This solicitation policy should include:

1. Definition and identification: Understanding what constitutes mental health issues and their manifestations in the workplace
2. Company actions: Proactive measures to treat mental illness seriously, support affected employees, and create a positive work environment
3. Awareness and support: Raising mental health awareness, offering professional services, and encouraging open communication

The post Employer mental health policy template appeared first on Recruiting Resources: How to Recruit and Hire Better.

This Employee Smoking Policy template is ready to be tailored to your company’s needs and should be considered a starting point for setting up your employment policies.

This smoking policy should include:

1. Protection measures: Ensuring non-smokers are protected from second-hand smoke and maintaining a clean workplace image.
2. Specific areas: Designating where smoking is allowed and prohibited, including indoor restrictions.
3. Company’s responsibilities: Placing signs, communicating the policy, and offering smoking cessation programs.

The post Smoke Free Workplace Policy appeared first on Recruiting Resources: How to Recruit and Hire Better.

This Accident Reporting company policy sample is ready to be tailored to your company’s needs and should be considered a starting point for setting up your employment policies. It can be modified as an incident reporting policy as needed.

The accident reporting policy should include:

1. Types of Accidents: Definitions of incidents that must be reported, from minor injuries to severe accidents
2. Reporting Obligations: Emphasizing the importance of timely reporting and detailing what should be included in reports
3. Procedure: Steps to follow when witnessing or involved in an accident, including notifying supervisors or HR and completing official forms

The post Sample Accident Reporting Policy appeared first on Recruiting Resources: How to Recruit and Hire Better.

This Solicitation company policy template is ready to be tailored to your company’s needs and should be considered a starting point for setting up your employment policies.

The solicitation policy should include:

1. Definition of solicitation: Clarifying what constitutes solicitation, such as seeking donations, selling merchandise, or requesting political support
2. Guidelines for employees: Rules for when and how employees can solicit from colleagues without causing disturbances
3. Restrictions for non-employees: Prohibitions for non-employees, including former employees, regarding solicitation on company premises

The post Solicitation company policy appeared first on Recruiting Resources: How to Recruit and Hire Better.

This Workplace Visitor Policy template is ready to be tailored for your company’s needs and should be considered a starting point for setting up your employment policies. The Workplace Visitor Policy may also be referred to as a Company Visitor Policy.

The workplace visitor policy should include:

1. Visitor Sign-In and Identification: Procedures for visitors to sign in, show ID, and receive visitor passes
2. Guidelines for Personal Visitors: Rules for employees bringing personal visitors and the areas they can access
3. Contractors and Service Vendors: Provisions for contractors and vendors, including badge requirements and access limitations

The post Workplace Visitor Policy appeared first on Recruiting Resources: How to Recruit and Hire Better.

This Payroll Advance policy template is ready to be tailored to your company’s needs and should be considered a starting point for setting up your employment policies.

This payroll advance policy should include:

1. Eligibility criteria: Defining who can request a payroll advance, such as permanent employees who have completed their probation period.
2. Reasons for requesting Advance: Distinguishing between legitimate and non-legitimate reasons for seeking an advance.
3. Repayment terms: Detailing how the advanced amount will be deducted from future paychecks, including possible installment options.

The post Payroll Advance policy appeared first on Recruiting Resources: How to Recruit and Hire Better.

This internal hiring process policy template is ready to be tailored to your company’s needs. Add or delete parts according to your own internal hiring strategies and modify the tone and language to match your company’s voice.

This internal hiring process policy should include:

1. Guidelines for Posting and Communication: How and where job vacancies are communicated to existing employees
2. Evaluation and Interview Procedures: Steps for assessing internal applications and conducting interviews
3. Confidentiality and Internal Mobility: Ensuring application confidentiality and encouraging employees to explore roles across teams and departments

The post Internal hiring process policy appeared first on Recruiting Resources: How to Recruit and Hire Better.

This Record Retention policy template is ready to be tailored for your company’s needs and is a starting point for setting up your employment policies.

This record retention policy should include:

1. Guidelines for creating records: Ensuring accuracy, proper categorization, and marking confidential records appropriately
2. Authorization levels: Determining who can access specific records and ensuring confidentiality and data protection
3. Retention and discarding procedures: Specifying the duration for retaining records and the methods for safely discarding them after the retention period

The post Record retention policy appeared first on Recruiting Resources: How to Recruit and Hire Better.

This Jury Duty policy sample is ready to be tailored to your company’s needs and should be considered a starting point for setting up your employment policies.

This jury duty policy should include:

1. Guidelines on jury duty pay: Specifying the duration of paid or unpaid leave for exempt and hourly employees
2. Documentation requirements: Asking employees to provide a copy of their summons and proof of service
3. Provisions for inconvenient timings: Procedures for requesting postponements if the summons clashes with crucial company operations

The post Jury duty company policy appeared first on Recruiting Resources: How to Recruit and Hire Better.

This employee bonus policy template is ready to be tailored to your company’s needs and can be a starting point for setting up your employment policies.

This employee bonus policy should include:

1. Clear criteria for eligibility: Defining which employees qualify for bonuses and under what conditions
2. Types of bonuses: Differentiating between lump-sum bonuses, year-end bonuses, and incentive plans, and detailing the conditions for each
3. Procedures for application and approval: Explaining how bonuses are recommended, approved, and disbursed

The post Employee bonus policy template appeared first on Recruiting Resources: How to Recruit and Hire Better.

This third party harassment policy template can be tailored to your company. Use it in combination with a complete workplace harassment policy to protect your employees and provide guidelines on reporting and addressing harassment.

This third party harassment policy should include:

1. Clear definitions and examples of what constitutes harassment, including seemingly harmless actions and inappropriate jokes
2. Detailed reporting procedures: How employees can report harassment, the role of HR in investigations, and the steps taken to address the issue
3. Protection and support for victims: Ensuring no retaliation, offering support services, and ensuring job and benefits remain unaffected

The post Third party harassment policy appeared first on Recruiting Resources: How to Recruit and Hire Better.

This sabbatical leave policy template is ready to be tailored to your company’s needs. Use it as a starting point to set up your employment policies.

This sabbatical leave policy should include:

1. Eligibility criteria and duration: Specifying which employees qualify and the length of the sabbatical based on years of service
2. Purpose and use of sabbatical: Whether for personal growth, research, or other reasons, and any job-related outcomes expected
3. Procedure for application and approval: Detailing how employees can request sabbatical leave, and the criteria managers should consider when approving or denying requests

The post Sabbatical Leave policy appeared first on Recruiting Resources: How to Recruit and Hire Better.

This Flexible Hours Company Policy template is ready to be tailored to your company’s needs and should be considered a starting point for setting up your employment policies. A flexible hours policy may also be referred to as a flexible working hours policy or a flexible work schedule policy.

This flexible hours policy should include:

1. Different types of flexible arrangements, like flexible working time, reduced hours, compressed week, “flexible year”, and job sharing
2. Criteria to determine eligibility, considering the nature of the job, team needs, impact on colleagues, duration of the arrangement, and customer impact
3. A clear procedure for initiating, approving, and documenting flexible schedule requests, ensuring transparency and mutual agreement

The post Flexible working hours policy appeared first on Recruiting Resources: How to Recruit and Hire Better.

This Employee Referral Program Policy template is ready to be tailored to your company’s needs. It should be considered a starting point for setting up your employment policies. This may also be called a Employee Referral Policy.

This employee referral policy should include:

1. Details on referral bonuses, specifying the rewards for successful referrals and any additional incentives for hard-to-fill roles.
2. Eligibility criteria for participation, clarifying who can and cannot participate in the referral program.
3. Conditions for referred candidates, such as the requirement that they haven’t applied within the last year and are hired as permanent employees.

The post Employee Referral Program Policy appeared first on Recruiting Resources: How to Recruit and Hire Better.

This Occupational / Workplace Health and Safety Policy template is ready to be tailored to your company’s needs and is designed as a starting point for establishing employment policies on occupational health and safety, or OHS. A Workplace Health and Safety Policy may also be referred to as an Occupational Health and Safety (OHS) policy.

This workplace health and safety policy should include:

1. Preventative action guidelines, detailing risk assessments, job hazard analysis, and measures to avoid workplace-related injuries or illnesses
2. Emergency management provisions, including plans for dealing with sudden catastrophes like fires, floods, and other emergencies
3. Additional measures such as updating the policy based on legislative changes, analyzing past incidents, and establishing clear procedures for accident reporting

The post Occupational / Workplace health and safety policy appeared first on Recruiting Resources: How to Recruit and Hire Better.

This Holiday policy template is ready to be tailored to your company’s needs and should be considered a starting point for setting up your employment policies on holiday pay and overtime.

The company holiday policy should include:

1. A list of observed holidays, distinguishing between state, national, and other significant days
2. Guidelines on working during holidays, including compensation details for both exempt and non-exempt employees
3. Provisions for religious holidays, ensuring respect for diversity and anti-discrimination practices

The post Company Holiday policy template appeared first on Recruiting Resources: How to Recruit and Hire Better.

This sample International Recruitment Policy template describes the four global staffing approaches: ethnocentric, polycentric geocentric, regiocentric, and it will help you set up your own international staffing strategy.

This international recruitment policy should include:

1. Clear definitions of different staffing approaches, such as ethnocentric, polycentric, regiocentric, and geocentric
2. Guidelines on the recruitment and selection process, detailing the steps to decide on the best staffing approach, budget allocation, and candidate evaluation
3. Provisions for legal considerations, including work permits, immigration policies, and tax implications for international hires

The post International Recruitment Policy appeared first on Recruiting Resources: How to Recruit and Hire Better.

This Employee Wellness Program Policy is ready to be tailored to your company’s needs and should be considered a starting point for setting up your employment policies. Good employee health can make a difference in the workplace.

Use this policy sample to get some good employee wellness program ideas. The employee wellness program policy may also be called an employee wellness policy, corporate wellness policy, workplace wellness policy or company wellness policy.

This employee wellness policy should include:

1. Definitions and examples of wellness resources, such as nap rooms, fitness activities, and stress management seminars
2. Guidelines on participation, emphasizing its voluntary nature, and detailing incentives for achieving wellness objectives
3. Provisions for employees with disabilities, ensuring equal access to the wellness program and making necessary accommodations

The post Employee Wellness Program Policy appeared first on Recruiting Resources: How to Recruit and Hire Better.

This employee breaks policy template is ready to be tailored to your company’s needs and should be considered a starting point for setting up your company policies.

The employee breaks policy should include:

1. Specific types of breaks, such as meal, rest, restroom, and breastfeeding breaks, with their respective durations
2. Guidance on how working hours are affected by different breaks, distinguishing between paid and unpaid breaks
3. Provisions for special circumstances, like mandatory breaks, working during breaks, unforeseen breaks, and breaks for minors

The post Employee breaks company policy template appeared first on Recruiting Resources: How to Recruit and Hire Better.

This sample Employee Confidentiality Policy template is ready to be tailored to your company’s needs and should be considered a starting point for setting up your employment policies.

The confidentiality policy should include:

1. Definitions and examples of what constitutes confidential information, such as unpublished financial data, customer lists, and proprietary business processes
2. Clear guidelines on what employees should and shouldn’t do with confidential information, including storage, access, and disclosure
3. Consequences and disciplinary actions for breaches, ensuring employees understand the ramifications of policy violations

The post Employee Confidentiality Policy appeared first on Recruiting Resources: How to Recruit and Hire Better.

This Employer Paternity Leave company policy template is ready to be tailored to your company’s needs and should be considered a starting point for setting up your employment policies. The employer paternity leave policy may also be called a parental leave policy.

The paternity leave policy should include:

1. Eligibility criteria for employees to request paternity leave, including duration of employment and nature of parenthood (birth, adoption, surrogacy).
2. Specific procedures for requesting and extending paternity leave, including documentation and notice periods.
3. Details on leave duration, whether it’s paid or unpaid, and provisions for alternate arrangements like part-time work.

The post Employer Paternity Leave Policy appeared first on Recruiting Resources: How to Recruit and Hire Better.

This Disciplinary Action company policy template is ready to be tailored to your company’s needs and should be considered a starting point for setting up your employment policies.

The Disciplinary Action policy should include:

1. Stages of disciplinary procedures, from verbal warnings to termination
2. Specific scenarios and corresponding starting stages of the disciplinary procedure
3. Documentation requirements for each stage and provisions for appeals

The post Disciplinary action company policy appeared first on Recruiting Resources: How to Recruit and Hire Better.

This employee promotion policy template is ready to be tailored to your company’s needs and should be considered a starting point for setting up your employment policies.

This promotion policy should include:

1. Criteria for promotion, such as experience, performance reviews, and skillset matching.
2. Processes for standard promotions, including discussions with HR and the employee.
3. Guidelines for internal job postings, ensuring equal consideration of all internal applications.

The post Employee promotion policy template appeared first on Recruiting Resources: How to Recruit and Hire Better.

This Employee Training and Development Policy is ready to be tailored to your company’s needs and should be considered a starting point for setting up your employment policies. An employee training and development policy may also be referred to as Staff Training and Development Policy or Employee Development Policy.

The Employee Training and Development policy should include:

1. Guidelines on individual and corporate training programs and their eligibility criteria
2. Provisions for external training sessions, including budget and time allocations
3. Responsibilities of employees, managers, and HR in fostering a culture of continuous learning

The post Employee Training and Development Policy appeared first on Recruiting Resources: How to Recruit and Hire Better.

Customize this workplace romance policy based on your company’s attitude toward employee dating. Add or delete parts to communicate applicable rules regarding romantic relationships in the workplace and preserve harmony and fairness among all employees.

The workplace romance policy should include:

1. Guidelines on acceptable behavior when expressing romantic interest in a colleague.
2. Disclosure requirements for relationships lasting beyond a specified duration.
3. Specific rules for managers dating subordinates or colleagues from different departments

The post Employee relationships in the workplace policy appeared first on Recruiting Resources: How to Recruit and Hire Better.

This Progressive Discipline policy template is ready to be tailored for your company’s needs and should be considered a starting point for setting up your employment policies.

The progressive discipline policy should include:

1. Verbal warnings to address initial minor infractions
2. Formal reprimands and meetings to address recurring or more serious issues
3. Penalties and termination procedures for persistent or severe violations

The post Employee progressive discipline policy template appeared first on Recruiting Resources: How to Recruit and Hire Better.

This Company Overtime Policy template is ready to be tailored to your company’s needs and should be considered a starting point for setting up your employment policies.

The overtime policy should include:

1. Definition of “standard working hours” and what qualifies as “overtime”
2. Classification of employees as exempt or non-exempt according to overtime pay laws
3. Procedures for recording overtime and ensuring accurate compensation

The post Company Overtime Policy Sample appeared first on Recruiting Resources: How to Recruit and Hire Better.

This Employment of Relatives company policy template is ready to be tailored to your company’s needs and should be considered a starting point for setting up your employment policies.

This employment of relatives policy should include:

1. Definition of “relatives” and the scope of relationships covered.
2. Guidelines to prevent favoritism or conflicts of interest, especially in supervisory/reporting relationships.
3. Disciplinary actions for unreported relationships or incidents of favoritism.

The post Employment of relatives company policy appeared first on Recruiting Resources: How to Recruit and Hire Better.

This Employee rehire policy template is ready to be tailored to your company’s needs and should be considered a starting point for setting up your employment policies.

This employee rehire policy should include:

1. Eligibility criteria: Details on which former employees can be considered for rehiring based on their reasons for leaving and performance.
2. Employee status and benefits: Information on how rehired employees are classified and the benefits they might receive.
3. Fair decisions and procedures: A commitment to equal opportunity practices and the procedure to follow when a former employee applies for a position.

The post Former Employee Rehire Policy appeared first on Recruiting Resources: How to Recruit and Hire Better.

This Employee Internet Usage Policy is ready to be tailored for your company’s needs and should be considered a starting point for setting up your policies regarding computer usage for employees. May also be called Employee Internet Policy, Company Internet Policy or Computer Usage Policy.

The internet usage policy should include:

1. Guidelines on appropriate and inappropriate internet usage at work.
2. Measures to ensure confidentiality and data protection while using the company network.
3. Consequences and disciplinary actions for policy violations.

The post Employee Internet Usage Policy appeared first on Recruiting Resources: How to Recruit and Hire Better.

This Temporary Layoff policy template is ready to be tailored to your company’s needs and should be considered a starting point for setting up your employment policies. You could also tweak this sample to craft an Employee Furlough policy by adjusting the relevant elements.

This temporary layoff policy should include:

1. Definitions and reasons for “Temporary layoff” and “furlough.”
2. Procedures for selecting employees for temporary layoffs or furloughs, ensuring non-discrimination.
3. Guidelines for employee rehire after a temporary layoff and handling grievances related to the layoff process.

The post Employee temporary layoff policy template appeared first on Recruiting Resources: How to Recruit and Hire Better.

This company travel policy template is ready to be tailored for your company’s needs and should be considered a starting point for setting up your employment policies.

The company travel policy should include:

1. Guidelines on transportation methods and their reimbursement
2. Provisions for accommodation, specifying hotel standards
3. Instructions for meal expenses and client meetings during trips

The post Company travel policy appeared first on Recruiting Resources: How to Recruit and Hire Better.

This anti-discrimination policy template is ready to be tailored to your company’s needs and can be a starting point for setting up your employment policies.

The anti-discrimination policy should include:

1. Definitions of discrimination and a list of protected characteristics, such as age, gender, ethnicity, and sexual orientation.
2. Clear examples of discriminatory behaviors and the consequences for those actions.
3. Procedures for reporting, investigating, and addressing discrimination complaints.

The post Anti-discrimination policy appeared first on Recruiting Resources: How to Recruit and Hire Better.

This Substance Abuse Company Policy template is ready to be tailored to your company’s needs and should be considered a starting point for setting up your employment policies.

This substance abuse policy should include:

1. Clear definitions of prohibited substances, including illegal drugs, inhalants, and certain prescription medications.
2. Guidelines on alcohol and drug consumption, possession, and distribution while on company premises or during work hours.
3. Procedures for drug and alcohol testing, including circumstances for random tests and consequences for positive results.

The post Substance abuse company policy appeared first on Recruiting Resources: How to Recruit and Hire Better.

It will provide them with a clear understanding of their eligibility for relocation assistance, the types of expenses that can be reimbursed, and the process for requesting and receiving reimbursements.

What are employee moving or relocation expenses?

Employee moving or relocation expenses refer to the costs incurred when an employee has to move or relocate to a new location due to professional reasons. These expenses can include costs related to moving personal belongings, travel, temporary or new housing, and other related costs.

An employee moving or relocation expenses policy should include:

• Clear definitions of who is eligible for relocation assistance
• A detailed list of reimbursable and non-reimbursable expenses
• The process for requesting and approving relocation expenses
• Guidelines for submitting receipts and other documentation
• Any limits or caps on relocation expenses

Step-by-step instructions

1. Define the purpose of the policy

Start by stating the purpose of the policy. This should be a clear and concise statement that explains why the policy exists and what it aims to achieve.

For example, the purpose of the employee relocation expense policy is to provide guidance to the organization regarding reimbursement for relocation expenses incurred by new personnel.

2. Define eligibility

Clearly state who is eligible for relocation assistance. This could include new employees, specific roles, or positions within the organization. Specify any conditions for eligibility, such as the distance of the move or the timeframe within which the move must be completed.

3. Define reimbursement amounts

Outline the maximum amounts that can be reimbursed for different roles or positions. This could include direct costs of relocation, indirect costs, and mileage. Be specific about what each of these categories includes.

4. Define direct and indirect costs of relocation

Provide a detailed list of what is considered a direct cost and what is considered an indirect cost of relocation. Direct costs might include packing and unpacking, transportation of household goods, etc. Indirect costs might include travel costs enroute, house hunting, etc. Be clear about what is not considered a direct or indirect cost.

5. Outline the process for using commercial carriers

If your organization has contracts with specific moving companies, provide details about this. If employees are allowed to use other carriers, explain the process they need to follow, such as getting estimates from a minimum number of vendors.

6. Outline the process for self-moves

If employees are allowed to move themselves, provide guidelines for this. This might include limits on reimbursement, requirements for receipts, and restrictions on who can be paid for their labor.

7. Define the process for transporting the employee and family

Provide guidelines for how employees and their families are transported to the new location. This might include a maximum reimbursement for mileage and requirements for the route taken.

8. Define the responsibilities of the organization and the employee

Clearly outline what the organization is responsible for and what the employee is responsible for. This might include approval of expenses, payment and reporting of stipends, and adherence to the policy.

9. Provide references and resources

Include links to any relevant laws, regulations, or other policies that employees might need to refer to. This could include IRS publications, organizational policies, or other resources.

Employee moving or relocation expenses policy template

Policy Brief & Purpose

Our employee moving or relocation expenses policy aims to provide clear and comprehensive guidelines for the reimbursement of expenses incurred by employees who need to relocate for work-related reasons. The purpose of this policy is to ensure that employees are adequately supported during the relocation process, and that the process for reimbursement is fair, transparent, and consistent.

Scope

This policy applies to all employees of our company who are asked to relocate permanently or temporarily for work-related reasons. This includes both domestic and international relocations. The policy does not apply to employees who choose to move for personal reasons or those who commute long distances to work.

Policy Elements

Eligibility: Employees are eligible for relocation assistance if they are asked to relocate more than 50 miles from their current work location for a period of more than six months.

Reimbursable expenses: Reimbursable expenses may include the cost of a moving company, packing and shipping of personal belongings, travel expenses to the new location, temporary housing for up to 30 days, and certain costs associated with setting up a new home (e.g., utility connection fees).

Non-reimbursable expenses: Non-reimbursable expenses include costs related to selling or buying a home, meals during the move, costs related to moving pets, and any expenses not directly related to the move.

Approval process: Employees must submit a relocation request to their supervisor or the HR department. The request should include an estimate of the expected expenses. All requests will be reviewed and approved on a case-by-case basis.

Reimbursement process: Employees must submit all receipts and documentation related to the move within 30 days of incurring the expense. Reimbursements will be made through the regular payroll process.

Limits on expenses: The company reserves the right to set a reasonable cap on relocation expenses. Employees will be informed of this cap at the time their relocation is approved.

Disclaimer

This policy template is meant to provide general guidelines and should be used as a reference. It may not take into account all relevant local, state or federal laws and is not a legal document. Neither the author nor Workable will assume any legal liability that may arise from the use of this policy.

The post Employee moving or relocation expenses policy template appeared first on Recruiting Resources: How to Recruit and Hire Better.

What is an acceptable use policy?

An acceptable use policy established clear guidelines on the appropriate use of IT resources. Also, iit ensures that employees and stakeholders operate within a secure and productive digital environment. From data confidentiality to software licensing, this document addresses potential risks and sets clear expectations. Regularly updating this policy in line with technological advancements and regulatory changes will further enhance its effectiveness in safeguarding your organization’s assets and reputation.

An acceptable use policy should include:

• Acceptable use
• Prohibited use
• System and network activities
• Email and communication activities
• Software and intellectual property
• Confidentiality

Step by step instructions

Writing an Acceptable Use Policy (AUP) requires a systematic approach to ensure that all necessary elements are covered and that the policy is clear, enforceable, and aligned with the organization’s goals and values. Here’s a step-by-step guide to writing an AUP:

1. Define the Purpose

Determine why you need an AUP. This could be to protect company assets, ensure a productive work environment, or comply with legal and regulatory requirements.
Clearly state the purpose at the beginning of the policy.

2. Determine the scope

Decide who the policy applies to (e.g., employees, contractors, visitors, etc.).
Specify which systems, networks, and devices are covered by the AUP.

3. Research and benchmarking

Look at AUPs from similar organizations to get an idea of industry standards.
Stay updated with relevant laws, regulations, and best practices.

4. Outline acceptable uses

Define what constitutes acceptable use of the organization’s IT resources.
Include examples where necessary for clarity.

5. Detail prohibited uses

Clearly list behaviors and actions that are not allowed.
This can include things like illegal activities, accessing inappropriate content, or using resources for personal profit.

6. Address system and network activities

Set guidelines for accessing and using the organization’s systems and networks.
Include rules about password security, unauthorized access, and software installation.

7. Set email and communication standards

Provide guidelines on appropriate email usage, including sending mass emails, content standards, and data sharing.
Address other communication tools if relevant, like instant messaging or collaboration platforms.

8. Discuss software and intellectual property

State the organization’s stance on software licensing, unauthorized software, and intellectual property rights.
Emphasize the importance of not violating copyright laws.

9. Emphasize confidentiality

Highlight the importance of protecting sensitive and confidential information.
Provide guidelines on how to handle, store, and share such information.

10. Define enforcement procedures

Detail the consequences of violating the AUP.
This can range from warnings and retraining to termination or legal action.

11. Review and revision procedures

Mention how often the AUP will be reviewed.
Outline the process for making updates or changes to the policy.

12. Obtain legal review

Before finalizing, have the AUP reviewed by legal counsel to ensure it’s compliant with local, state, and federal laws.

13. Communicate and train

Once the AUP is finalized, communicate it to all relevant parties.
Provide training or informational sessions to ensure understanding and compliance.

14. Obtain acknowledgment

Have users sign or electronically acknowledge that they have read, understood, and agreed to the AUP.

15. Review and update regularly

As technology, laws, and business needs change, revisit and update the AUP as necessary.
By following these steps, you’ll create a comprehensive AUP that protects your organization and provides clear guidelines for users.

Acceptable use policy template

Acceptable use policies may differ from company to company. Here’s a template based on a hypothetical software company, called TechNova.

This Acceptable Use Policy (AUP) outlines the acceptable use of computing resources at TechNova Solutions. All employees, contractors, and affiliates are required to follow this policy when accessing and using TechNova’s network and IT resources.

Brief & purpose

The purpose of this AUP is to ensure the security, reliability, and privacy of TechNova’s IT resources and users’ data.

Scope

This policy applies to all users accessing TechNova’s IT resources, including but not limited to employees, contractors, visitors, and external partners.

Acceptable use

• Users must use TechNova’s IT resources for business-related purposes only.
• Personal use is permissible as long as it does not interfere with company operations or productivity.

Prohibited use

• Users must not engage in illegal activities.
• Users must not access, upload, or distribute offensive, threatening, or harmful content.
• Users must not use IT resources for unauthorized commercial activities.

System and network activities

• Users must not attempt to access data or accounts for which they do not have authorization.
• Users must not introduce malicious software into the network.
• Users must not perform any action that compromises the performance or security of IT resources.

Email and communication activities

• Users must not send unsolicited email messages or spam.
• Users must not engage in any form of harassment via email or other communication means.

Software and intellectual property

• Users must respect all copyright and licensing agreements.
• Users must not download, install, or use unauthorized software.

Confidentiality

• Users must protect sensitive and confidential information.
• Users must not disclose confidential information without proper authorization.

Enforcement

Any user found to have violated this policy may be subject to disciplinary action, up to and including termination of employment and legal action.

Review and revision

This AUP will be reviewed annually and may be revised as deemed necessary by TechNova’s IT department.

Agreement

By accessing and using TechNova’s IT resources, you agree to comply with this AUP and all other related policies.

Disclaimer: This policy template is meant to provide general guidelines and should be used as a reference. It may not take into account all relevant local, state or federal laws and is not a legal document. Neither the author nor Workable will assume any legal liability that may arise from the use of this policy.

The post Acceptable use policy template appeared first on Recruiting Resources: How to Recruit and Hire Better.

The post AI tool usage policy appeared first on Recruiting Resources: How to Recruit and Hire Better.

A medical leave policy should include:

• Eligibility criteria with clear guidelines
• Duration of leave and under what conditions extensions can be granted.
• Documentation requirements

What is a medical leave policy?

A medical leave policy is a formalized set of guidelines and procedures established by an organization to address the circumstances under which employees can take time off from work due to health-related reasons.

This policy outlines the conditions under which medical leave can be granted, the duration of the leave, the documentation required, and any compensation or benefits associated with it.

It serves as a protective measure, ensuring that employees have the necessary time to recover from illnesses, surgeries, or other medical conditions without the fear of losing their job or facing workplace repercussions.

Why is it important to have a medical leave policy?

Having a medical leave policy in a company is crucial for both the well-being of employees and the smooth operation of the organization.

Firstly, it demonstrates a company’s commitment to the health and welfare of its employees. When employees know that their health and recovery are prioritized, it fosters a sense of security and loyalty, leading to increased morale and job satisfaction.

Furthermore, a well-defined medical leave policy provides a structured framework for managers and HR professionals, ensuring consistency in decision-making and reducing potential legal liabilities. It sets clear expectations regarding the process, duration, and documentation required, minimizing ambiguities and potential conflicts.

Step-by-step instructions to write a medical leave policy

1. Research and benchmarking

Start by understanding legal requirements, such as the FMLA, and industry best practices related to medical leave.

2. Define the scope

Clearly state who the policy applies to, considering full-time employees, part-time employees, contractors, etc.

3. Draft the policy

Begin with a clear title and brief overview. Delve into a detailed explanation, ensuring clarity and comprehensiveness. List down the key components, ensuring they are exhaustive and relevant.

4. Consultation

Engage with legal experts to ensure the policy is compliant with all regulations. Also, consult with department heads and managers for practical insights.

5. Feedback loop

Circulate the draft among a select group for feedback. This helps in identifying any gaps or ambiguities.

6. Finalize and implement

After incorporating feedback, finalize the policy. Organize training sessions to familiarize employees with the new policy.

7. Regular review

Set a periodic review, preferably annually, to ensure the policy remains relevant and effective. Update based on changing organizational needs or legal requirements.

Medical leave policy template

[Organization Name]

Medical leave policy

1. Purpose & Brief

This policy aims to provide employees of [Organization Name] with clear guidelines and support when seeking medical leave due to illness, injury, or other medical conditions.

2. Scope

This policy applies to all full-time employees of [Organization Name]. Part-time employees and contractors may refer to their specific contractual agreements for related provisions.

3. Eligibility

Employees who have been with [Organization Name] for a minimum of [e.g., “six months”] are eligible to apply for medical leave.

4. Duration of leave

Employees can avail up to [e.g., “12 weeks”] of medical leave in a calendar year. Extensions can be considered based on medical certifications and organizational requirements.

5. Documentation

Employees must provide a valid medical certificate from a registered medical practitioner, detailing the nature of the illness and the estimated recovery time.

6. Return to work

Upon recovery, employees are expected to notify their respective managers and HR at least [e.g., “one week”] in advance of their return. A fitness certificate might be required based on the nature of the illness.

7. Compensation

As per the FMLA, employers are not mandated to provide paid leave1. However, [Organization Name] allows employees to utilize their accrued paid leaves like sick leave or vacation during this period.

8. Confidentiality

All medical records and information will be kept confidential and will only be accessed by authorized personnel for official purposes.

9. Non-retaliation

Employees availing medical leave will not face any form of retaliation or discrimination. Any such incidents should be reported to HR immediately.

Signature:
[Employee Name] ________________________ Date: ____________

Disclaimer: This policy template is meant to provide general guidelines and should be used as a reference. It may not take into account all relevant local, state or federal laws and is not a legal document. Neither the author nor Workable will assume any legal liability that may arise from the use of this policy.

The post Medical leave policy template appeared first on Recruiting Resources: How to Recruit and Hire Better.

What is a drug and alcohol policy?

The drug & alcohol policy is designed to promote a safe, healthy, and productive workplace by addressing the potential challenges and risks associated with drug and alcohol use. 

Substance misuse can lead to decreased productivity, increased workplace accidents, and compromised decision-making. 

A drug & alcohol policy should include:

• Scope of the policy defining who the policy applies to and under what circumstances
• Prohibited behaviors outlining specific actions that are not allowed, such as the use or possession of illegal drugs at work
• Support and rehabilitation assistance to employees who self-disclose or are identified as having substance misuse issues
• Consequences of violation detailing the disciplinary actions that will be taken if the policy is breached

Why is it important to have a drug & alcohol policy for your organization?

Substance misuse can lead to impaired judgment, increased risk of accidents, and decreased efficiency. 

By setting clear guidelines, the organization can mitigate these risks, uphold its duty of care towards its employees, and maintain its reputation. 

Furthermore, a well-defined policy provides a framework for supporting employees facing substance misuse challenges, emphasizing the organization’s commitment to employee well-being.

Step-by-step instructions to write a drug & alcohol policy

1. Research legal requirements: Understand the legal implications related to drug and alcohol use in the workplace, considering both national and local regulations.
2. Consult with stakeholders: Engage with department heads, legal teams, and employee representatives to gather insights and ensure the policy is comprehensive.
3. Draft the policy: Start with the scope, defining who it applies to. Detail prohibited behaviors, such as the consumption of alcohol during work hours or the use of illegal drugs. Use real-life examples, like “Employees are prohibited from consuming alcohol during lunch breaks.”
4. Incorporate support mechanisms: Outline procedures for employees to seek help, such as counseling or rehabilitation programs.
5. Define consequences: Clearly state the disciplinary actions for violations, using examples like “Possession of illegal drugs on company premises will lead to immediate termination.”
6. Review and feedback: Circulate the draft among a select group for feedback, ensuring clarity and comprehensiveness.
7. Finalize and implement: After incorporating feedback, finalize the policy and communicate it to all employees.

Drug & alcohol policy template

[Organization Name]

Drug & Alcohol Policy

1. Purpose & Brief

This policy aims to ensure a safe, healthy, and productive work environment by addressing the use and misuse of drugs and alcohol within [Organization Name].

2. Scope

This policy applies to all employees, contractors, and visitors of [Organization Name].

3. Prohibited behaviors

Consumption of alcohol during work hours, including lunch breaks.

Use or possession of illegal drugs on company premises.

Reporting to work under the influence of drugs or alcohol.

4. Support and rehabilitation

Employees struggling with substance misuse are encouraged to seek help. [Organization Name] offers counseling and support programs to assist in recovery.

5. Consequences of violation

Violations of this policy, such as possession of illegal drugs, will result in disciplinary actions, up to and including termination.

6. Reporting

Employees are encouraged to report any suspected violations to their supervisors or the HR department.

7. Review

This policy will be reviewed annually to ensure its continued relevance and effectiveness.

Signature:

[Employee Name] ________________________ Date: ____________

Disclaimer: This policy template is meant to provide general guidelines and should be used as a reference. It may not take into account all relevant local, state or federal laws and is not a legal document. Neither the author nor Workable will assume any legal liability that may arise from the use of this policy.

The post Drug and alcohol policy template appeared first on Recruiting Resources: How to Recruit and Hire Better.

The following table of contents contains the topics and suggested rules of using Slack. Feel free to modify it based on your needs and your guidelines.

Slack guide introduction

Slack is a great communication tool, especially for a hybrid or distributed company. But it is not always the best mode of communication. Sometimes an email, call, meeting may be better suited. Consider what you are sending or discussing to decide whether Slack is your best option.

If someone sends you a Slack message and you believe it is not the right place to be discussing the matter at hand, you should let the sender know and suggest an alternative. You are encouraged to do that. “Hi! It sounds like this would be better discussed on a call, I’m free now if you are?”

Some teams also have established norms, these should be explained to you when you’re onboarded but if anything is unclear it is always OK to ask. It’s important you’re not missing out on important information because you didn’t know to join a certain channel or understand a team norm about using Slack.

Slack DMs should not be used for getting formal approvals (e.g. promotions) or anything that requires an audit trail. For approvals use email instead.

Slack channel naming conventions

Here are some common naming conventions [we suggest you use] that should help you search for the channel you’re looking for.

Be mindful of channel bloat. When creating a channel ask yourself whether a DM group would be more appropriate? Channels tend to live for a long time with people leaving/joining, if your need is more temporary a DM group may be more suitable.

Setting up Slack

Complete your profile

Complete your profile with your full name, job title, email, phone (where appropriate).

Setup your notifications preferences

You can click on your profile name on the top right corner of the slack app and go to preferences.
There you can choose when to get notifications on your phone or PC/MacBook.

If people see you active in Slack they will assume you are able to talk. You can also set your notification schedule so you don’t receive notifications outside your working hours:

Integrate Google Calendar

Integrating GCal will automatically update your status in Slack so people know, for example, when you’re in a meeting.

Day-to-day use

If you want time to focus; turn off notifications

You can set a time period for your update, it’s a pro move to use that so you don’t accidentally turn off notifications for the rest of your day.

You can see when someone has paused their notifications:

If something is important and urgent you can choose to “Notify anyway?” to override their paused notifications:

Turn notifications off for channels where you don’t need real time notifications

This is particularly useful in very busy channels especially if you are more of an observer than an active participant. (If you only ever observe, consider whether leaving the channel would be better for you). You can also choose to mute a channel to further reduce its presence.

Leave channels you are not engaging with

Over time it’s easy to join 10s of channels. On their own each one probably doesn’t distract you much. But overtime the combined distraction of those 10s will make a difference. If you don’t need to be in it, leave; there are plenty of other ways for someone to contact you and you can always re-join.

Slack will periodically notify you of channels you rarely use. It’s a good practise to review the suggestions and leave those you’re not engaging with:

Keep your status up to date

If you have integrated your Google Calendar with Slack your status will automatically be updated when you’re in a meeting so people know you’re busy. But there may be times you want to manually update your status.

It is often helpful to add context to your status, for example when going on PTO you can add the date you will return:

Sections keep DMs organized

Sections make it quick and easy to get to the DM you use the most, often your team

Become a Slack Pro

Using keyboard shortcuts to navigate in Slack will save you a lot of time. For example jumping to a specific conversation or going back/forward are great examples.

Messaging Guidelines

[Feel free to modify or add messaging rules and guidelines for your personnel here].

Use @channel and @here with extreme caution

They should only be used for important, urgent messages. If you use @channel or @here make sure your message contains enough information that someone knows if they should respond or if they can ignore it. For example, “@channel please look at the message above” is not helpful.

When you put @here in your message, all users that are members of the channel you are posting and are active will get a notification.

When you put @channel in your message, all users that are members of the channel you are posting will get a notification no matter if they set up do-not-disturb or even mute the channel. People that are asleep will wake up, people will check your message during their meetings.

Don’t expect a response straight away

Slack is a great way to talk directly to people in a more direct way but people might be doing something that can not be left in the middle or have another very important talk.

If you need to communicate with someone urgently you can send them a message explaining exactly that but if you don’t see a response right away there is no point in sending more messages. There are other ways to communicate with a coworker if something is urgent.

Use threads on Channels and group conversations

Threads help keep track of conversations and most importantly replies in threads do not notify all the channel members at all.

Only the parent post creator will be notified and after that only the people who have posted on the thread will get notifications by default.

Don’t just say “Hello”

Do not send someone a DM saying “Hello” and leave it there. Ask the question you would like answered right away.

Acknowledge messages with reactions

Instead of sending a one word answer like “OK”, “Cool” or “thank you” consider using an emoji like a thumbs up. That will help reduce the disruption (no notification or unread notice for the recipient) but at the same time maintains the courtesy. Using keyboard shortcuts for emojis can also save time

Avoid sending multiple short messages that should be one message. The individual notifications are a nuisance for the recipient and it’s difficult to read.

Respect someone’s status

If they say Do Not Disturb, leave them be if you can. Consider sending an email instead. If it’s urgent and important, go ahead and click “Notify anyway?” so they receive a notification.

Consider scheduling your message to send later

Whilst most people will have notifications paused outside their working hours, you can also help by using Slack’s option to schedule your message to send later. Slack will show you the local time for the person you are messaging;

Commonly used emojis for statuses & reactions

If you are ever uncertain about the intended meaning of someone’s reaction to your message, ask for clarification.
Hovering over someone’s status emoji may provide some additional context:

Common Statuses	Meaning
	I’m on PTO
and	I’m busy, please don’t disturb (or on PTO with Google Calendar / Slack integration)
	I’m in a meeting
	I’m in the office
	I’m having lunch
	I’m out sick

Common Reaction Emojis	Meaning
	I’m looking into your message/question
	Thank you
	Go ahead / agreed/ approved

Some channels you might be interested in

[Here, you can add your public channels, specify the topics, and provide useful information].

This is the end of our Slack guide template. You can easily download it by clicking on the link in the right sidebar.

Workable offers thousands of templates to help you hire faster. Check them out here.

The post Company’s slack guide policy template appeared first on Recruiting Resources: How to Recruit and Hire Better.

The handbook contains useful information to assist new employees during onboarding. It is not solely focused on policies and processes. It can also stand as a guide on your wiki pages as well. Please make any necessary changes to align it with your company’s tone of voice and spirit.

In the next chapters, we will see every aspect of a good employee handbook, part by part. Add your policies to each section, and you can have an excellent output.

You can download this template now by clicking on the right sidebar. Begin customizing it based on your needs.

Introduction

This is an introduction to your company’s employee handbook.

This could be a head start for your employee handbook:

If you’re a new member of the team we’re so pleased you joined us! This handbook will help you get up to speed on how our company operates with useful signposts to people, tools or guides that will not only help you ramp up faster but also make every day at [your company name] a little bit easier, so you can focus on doing great work you enjoy.

Our employee handbook is accessible by anyone so that prospective candidates or customers can get a better understanding of [your company name] – its history, product, customers and the way we work.

1. About [your company’s name]

This is the best place to express everything about your company. Feel free to gather your values, vision, and mission to make your employees feel aligned with them. Regardless of the product or service, this section allows you to share critical information about it. It’s the right place to get creative about how someone can quickly share with a third party what your company does.

Briefly, share with your employees the following:

• Values, vision and mission
• How did it all start?
• How to explain your product or service to someone
• How your teams are structured

a. Our values, vision and mission

Depending on the format of this handbook (e.g. PDF, website, third-party app like Confluence), you can share your company’s values, vision, and mission as text, a brief presentation, a video, or any other preferred way.

What is your company motto? What impact do you want to create in the world? What are the stable values that govern you?

The more realistic and descriptive you can be, the more you will give your employees the opportunity to follow the same vision and integrate into your company.

For example, at Workable, we envision a world where there are no barriers between talent and opportunity. What is your vision for your company?

Be concise and robust.

b. How did it all start?

In every company there is an underlying story of success, or not. Show your employees how you managed to grow a company like this and make them feel like a part of this story.

The Google story began when Larry Page met Sergey Brin at Stanford University in 1995. Despite initial disagreements, they formed a partnership in 1996. Together, they built Backrub, a search engine that used links to determine page importance, which was later renamed Google. Google quickly caught the attention of the academic community and Silicon Valley investors, and with a $100,000 investment from Sun co-founder Andy Bechtolsheim, Google Inc. was officially born. The team moved from their dorms to a garage in Menlo Park, California, owned by Susan Wojcicki, where they worked tirelessly on their mission to organize the world’s information and make it universally accessible and useful.

Shopify was created by its founders who were looking for a shopping cart solution for their snowboarding ecommerce site but couldn’t find one, so they built their own using Ruby on Rails. Their solution ended up being perfect for many others, and they ran the business independently for six years before raising funds from VCs and eventually going public, resulting in a valuation of $14 billion.

Jon Oringer, a professional software developer and amateur photographer, utilized his skills and personal photo library of 30,000 images to launch a stock photo service known as ShutterStock.

Workable was founded by Nikos Moraitakis and Spyros Magiatis, who had previously worked together for five years at Upstream. They realized that great hiring was essential to scaling a business, but the recruitment software available at the time was outdated. With the aim of creating a beautiful product, building a successful business, and creating a workplace they love, they founded Workable to provide modern recruitment software.

Regardless of the size of the company, there is always an interesting story to share about how it all began. Write this story in an engaging manner and allow your employees to gain a deeper understanding of the organization they are working for.

c. How to explain your product or service to someone

In a company, there may be complex procedures and multiple products or services for your audience. Perhaps your new hire is not familiar with them from day one. People will ask them about their new workplace and the domain of activity.

Here, you can write a short description of your services or products to clarify your target market and strengths making it easier for someone to explain it.

d. How our teams are structured

It is important for your new hire to have a comprehensive understanding of your company’s hierarchy. You can provide a link to your organizational chart or briefly explain the various departments, their missions, the managers, and the cities in which they are based if you are a hybrid or remote company.

2. Our Product & Customers

In this section of your employee handbook, it is necessary to mention a few things about the process of designing a new product and how you track your customers’ needs. Who is your buyer persona? What is your target group? How do you manage to get new customers in the funnel? This is a great place to take a more detailed approach towards product development and growth.

You can include optionally the above subcategories:

• How the product is made
• Who we sell to
• How we get customers
• Learn more about the product and customers

a. How the product is made

By describing the process, you can make it easier for a new employee to understand the progress of new development.

At your company, especially if it is a service, you may constantly enhance it by launching new editions, features, or even creating entirely new offerings, enabling the company to stay competitive, meet customer needs, and foster innovation.

What is the process of product development in your company?

You may begin the product development process by gathering customer feedback through surveys, interviews, focus groups, social media, customer support interactions, and sales data.

This valuable feedback is probably stored in a centralized repository, such as a CRM system or a product management tool, for easy access and analysis.

Your cross-functional teams may collaborate to analyze and prioritize the feedback, ensuring you address critical areas for improvement and align with customer needs.

You may create a product roadmap to provide clarity and direction, regularly reviewing and updating it to adapt to evolving requirements.

By utilizing project management software, you can effectively track progress, assign tasks, and facilitate collaboration.

Your dedicated quality assurance team conducts comprehensive testing to ensure high-quality, reliable, and user-friendly products/services.

After launch, you collect customer feedback to continually improve and meet their expectations.

Depending on your market (product, service, infrastructure), you may follow different guidelines in the production.

Feel free to explain them briefly here.

b. Who we sell to

It is time for a new presentation. You can use infographics to depict the different segments of your customers. Additionally, you can provide more information about your ideal customer profile/buyer persona. This will greatly aid your new employees in better understanding who you sell to. It can prove to be very beneficial for all positions within your company.

c. How we get customers

What is your competitive advantage that makes customers prefer you? Is it your excellent customer service experience? Is it the special features that only you offer? Or is it your brand awareness that makes prospective customers eager to work with you? Describe the top reasons someone is interested in your brand and explain them.

You can also add some infographics here that show the sources driving traffic to your product or service and be clear about how these are generating new leads.

d. Learn more about the product and customers

How can an employee gain a better understanding of your product or service from the client’s perspective? Do you have a video explainer that is typically sent to new customers to guide them through the product? Is there a trial use available for employees to experiment with the product? Perhaps your employees could test your manufactured products in some way? Depending on your industry it’s always good to have your employees check and use your product.

It is important to explain to new hires how they can become familiar with what you sell. This will drive their future decisions in many cases.

3. Some of our rituals

If you have annually planned events for business purposes or entertainment, here is the place to write them down for your new hire. These ‘rituals’ can be:

• Retreats
• All-hands meetings
• Performance reviews

a. Retreats

Is it a summit at an all-inclusive hotel or an annual team-building event in nature? Describe your efforts to improve employee satisfaction. If you organize such annual events, this is the perfect opportunity to showcase them.

b. All-hands meetings

If you regularly organize all-hands meetings throughout the year, it is important for your new hires to be aware of them. This is because these meetings provide an opportunity to gather all employees, including managers and stakeholders, to discuss matters concerning your company. It is crucial to explain the importance of these meetings to ensure everyone is on the same page and can contribute to the success of the company.

c. Performance reviews

This performance management tool can help you recognize high performance and boost productivity within your company. By providing your employees with a detailed approach, you can help them understand the significance of these reviews. Some companies link these reviews to bonuses or salary increases.

4. The company cadence

Things are getting more serious here as this is where we explain the company’s cadence. This may include the company’s budget forecast procedures, critical executive meetings throughout the year, employee survey periods, critical product announcements, and the flow of information throughout the company.

a. The things we do every year

Write an informative piece about the major procedures of the company and the missions behind them, and explain why you are sharing this information. These annual or biannual events play a crucial role in shaping the future of the company. They set the rhythm of your company and they can set or reset new goals for the organization.

5. Mode of work (hybrid, remote, work from office)

This section is entirely optional and is intended for companies that have implemented a hybrid or remote working environment. In this chapter, you can explain the work policies and rules that are of utmost importance to your employees. Depending on any additional rules you may have in terms of hybrid working or working from abroad, you can add new subchapters here.

a. Working from home or the office

You can list here all of the office addresses where someone can work, and additionally explain the company’s work-from-home policy. If there is a rotation policy that permits or obliges everyone to work in a hybrid format, it must be presented clearly. If all approaches are acceptable, list the benefits of both options.

b. Work from abroad

If you offer your employees the ability to work from abroad, but there are limitations, you must provide those limitations here.

c. Getting together in real life

Does your company have a plan for getting employees together? If you regularly organize team bonding events such as dinners, retreats, nature activities, etc., please feel free to write them down here.

6. Operating Principles

We are certain that your company operates under specific principles, and sharing them with new hires is an excellent step. This will help them better understand the culture of your organization and position themselves in a way that enables them to contribute to the organization’s success.

You are free to express your own principles here. To aid you in this process, we have chosen to provide a set of principles for you (some of them are in Workable’s employee handbook) to take as inspiration.

a. Know where you want to be

What are the qualities that drove the company’s success? How can your new hire learn from them and continue this journey? Let them know where you want to be, how you position your company in the market, and what your aspirations are. This way, you can both be looking at the same goal.

b. Drive a performance culture

Perhaps you want your employees to focus on their performance. In order to do so, it is important to explain to them why keeping track of their performance is crucial and how it can assist them in achieving greater things within the company. To help them understand, consider using an example of a team whose performance plays a significant role in their development (you can draw inspiration from sports).

A performance culture could include:

• Clear Goals
• Constructive Feedback
• Ownership and Accountability
• Collaboration
• Teamwork
• Continuous Learning and Development

c. Make the difference

Your employees want to feel valued while working for you. Your efforts should be directed towards achieving this goal. This means that everyone must take their role seriously and work towards a greater objective. You do not need employees who share the same perspective on everything. Collaboration is essential for success, and diverse opinions can contribute to it. Describe how an individual can have a positive impact on your company. Is it through their ideas, work ethic, or dedication? Take a few minutes to jot down your thoughts.

d. Keep exceptions exceptional

Maintaining a high-performance team necessitates minimizing exceptions and embracing clear, streamlined processes. Underestimating the time and effort required to manage exceptions is common, and their impact affects not just the individual involved, but also other team members.
By avoiding unnecessary exceptions, your company ensures efficiency and productivity, benefiting both your organization and customers.

e. Avoid process escalation

To avoid unnecessary process escalation at your company, it is important to foster a culture of open communication and collaboration. Encouraging employees to address concerns and challenges at an early stage helps prevent issues from escalating further.

Providing clear guidelines and training on decision-making authority empowers individuals to make informed choices without constant escalations.

Unnecessary escalation at work can occur in various scenarios.

For instance, a minor disagreement between team members over a project’s approach quickly escalates into a heated argument, creating tension and disrupting productivity.

Another example is when a supervisor immediately involves top-level management in a minor performance issue instead of addressing it directly with the employee. T

his escalates the matter unnecessarily, undermining trust and bypassing opportunities for constructive feedback and growth.

Additionally, escalating a customer complaint without first attempting to resolve it at the frontline level can lead to an unnecessary involvement of higher management and potential damage to customer relationships.

If you feel that this principle is crucial for your company, please use this space to expand on it.

f. Foster collaboration with international colleagues

Whether you have hires beyond the border or closely cooperate with companies around the world, you can share this principle with your new hire. Here is a sample with basic guidelines you can use:

When collaborating with international colleagues, it’s crucial to consider time differences, opting for asynchronous communication like email when possible. Plan meetings thoughtfully, accommodating different time zones. Take the initiative to learn about their country, customs, and holidays, either through research or by asking colleagues directly.

Remember to see your colleagues as individuals with personal lives and interests. Ensure clarity in communication, as cultural and language differences can lead to misunderstandings. Give the benefit of the doubt, assuming good intentions in case of errors. Whenever feasible, utilize video chats or meet in person to strengthen relationships and foster a sense of connection.

g. Embrace diversity

Embracing diversity means actively recognizing, respecting, and appreciating the differences and unique perspectives of individuals from various backgrounds.

If your company has a principle of diversity, it’s the right time to elaborate on it.

Here is a sample you can use to explain it to your employees:

You can embrace diversity in these ways:

• Foster inclusion: Actively include and involve colleagues from different backgrounds in discussions, projects, and social activities. Seek their input and make sure everyone’s voice is heard and valued.
• Cultivate cultural awareness: Educate yourself about different cultures, traditions, and customs. Show genuine interest by asking questions, attending cultural events, or participating in diversity and inclusion workshops.
• Challenge stereotypes and biases: Be mindful of your own biases and prejudices, and challenge them. Avoid making assumptions based on stereotypes and treat each individual as unique.
• Be open-minded: Embrace different perspectives and approaches. Listen attentively, be willing to learn from others, and consider alternative viewpoints when making decisions.
• Engage in dialogue: Initiate respectful conversations about diversity and inclusion. Engage in discussions that promote understanding, empathy, and awareness of diverse experiences.
  Support and advocate: Stand up against discrimination, prejudice, or exclusionary behaviors. Be an ally for colleagues from underrepresented groups and support inclusive policies and initiatives.

You can implement diversity by following some of these examples:

• Actively seeking diverse perspectives in team meetings and ensuring everyone has an opportunity to contribute.
• Participating in employee resource groups or affinity networks that celebrate different cultures, ethnicities, or identities.
• Collaborating with colleagues from diverse backgrounds on projects, embracing their unique ideas and approaches.
• Attending diversity and inclusion training sessions or workshops to enhance cultural competency.
• Mentoring or being mentored by someone from a different background, fostering cross-cultural understanding.
• Supporting and participating in initiatives like Pride Month, Black History Month, or International Women’s Day to raise awareness and celebrate diversity.

7. How we hire

By making the way you hire known, you increase the transparency of your business and help attract more talent. Although employees have already been hired at the moment, it’s important to confirm that there is a dedicated process in place.

In this section, you will explain your company’s hiring process and suggest a referral system if it is utilized in your hiring strategy.

a. Our hiring process

This chapter is crucial for your company, and it needs to be properly integrated here. What is your hiring process? If you divide the process into stages, you can outline them in this section. For instance, you may begin with a screening interview or a one-way video interview. The next step could be sending assessments and assignments to your candidates, followed by an interview with the hiring manager and/or an executive interview. Finally, you may request reference calls. Whatever your procedure may be, it is highly recommended that you document it here.

b. Referrals

In this section, if you utilize a referral system, you must provide your new hire with any useful information and the procedure for suggesting someone for a specific job position.

Referrals in hiring bring numerous benefits to organizations. Referred candidates align well with company culture, resulting in higher quality fits. Hiring processes are faster and more efficient, bypassing lengthy sourcing and screening stages. Referred candidates exhibit higher retention rates and job satisfaction, enhancing long-term employee engagement.

8. Benefits

If your company offers amenities to employees, this is the right time to mention them. Are there any requirements for receiving these benefits?

You may provide a pension plan, private health insurance, or company bonuses. Perhaps you offer equipment to new hires to work more efficiently.

In other cases, you may offer extra days off (PTO) per year depending on specific circumstances (blood donation, volunteering etc.)

Please feel free to list your benefits in this section.

Here are some benefits you may have or you want to include in your company:

• Health Insurance: Companies often provide health insurance coverage, including medical, dental, and vision plans, to support employees’ well-being and help cover healthcare expenses.
• Retirement Plans
• Paid Time Off (PTO) under circumstances (blood donation, volunteering, unexpected events)
• Flexible Work Arrangements (flexible work hours, remote work options, or compressed workweeks.)
• Employee Assistance Programs (mental health, work-related stress)
• Professional Development (training programs, workshops, mentorship opportunities, or tuition reimbursement.)
• Performance Bonuses:
• Stock Options or Equity
• Wellness Programs
• Parental Leave

Take the time to elaborate on each benefit by creating a subsection.

a. Vacation / PTO

Here, you need to gather all the benefits related to vacation. These could include summer bonuses, fully paid vacation, discounts on hotels, flights etc.

b. Company Bonus Scheme

Explain to your new hire the structure of your bonus and the requirements for earning it.

Some useful things to mention

This section will assist you in including any useful information that was not suitable for the above but is still essential.

It could be a brief biography of the founder or the board of directors, office regulations, or a presentation featuring the company’s investors. Perhaps you want to be transparent about your revenues and wish to share some charts with your new employees.

It is up to you to create your subsections and include information about anything you consider significant.Some ideas:

• Performance Metrics
• Get to know our founder
• Our investors
• Office rules

9. HR FAQs

This section needs to include answers to common questions and directions for getting assistance. Your new hire wants to know more about holidays, sick leave, and the flow of information within the HR team.

You can either provide a link to your help center or write some common questions and answers here to assist them.

Some useful questions:

• Where do I find my time off balance?
• I’m sick. What should I do?
• I want to work from the office/home, what should I do?
• I have a new passport/ID/home address? Do I need to provide it to you?
• I want to attend a training, who should I speak to?
• How do I submit expenses?
• Where can I find a calendar of public holidays?

10. IT FAQs

This includes information on how to contact IT, if there are sessions for software installation, hardware guides, and more.

11. Meet your HR team

Introduce the HR team and explain how they can support your new hire. Provide contact details and clearly outline their responsibilities.

You are now ready to prepare your own employee handbook

A well-informed and engaged workforce is the foundation of success. This employee handbook serves as a testament to your commitment to transparency, collaboration, and growth. Make the onboarding process a delightful experience for your new employees and enhance your employer branding.

Workable offers thousands of templates to help you hire faster. Check them out here.

The post Employee handbook policy template appeared first on Recruiting Resources: How to Recruit and Hire Better.

Why you should evaluate candidates’ soft skills

Imagine you want to hire an account manager. You have two candidates with degrees in Marketing, knowledge of the CRM software your company uses and two years of relevant work experience. How will you choose who to hire? Soft skills can help you differentiate them.

At the beginning of your hiring process, define which soft skills are important for your open position and build questions around those. Here are some sample soft skills interview questions to help you get started. For more soft skills-based interview questions, check out our library of interview questions by type.

The post Soft skills interview questions and answers appeared first on Recruiting Resources: How to Recruit and Hire Better.

The post GDPR privacy policy template appeared first on Recruiting Resources: How to Recruit and Hire Better.

GDPR Data Protection Officer responsibilities include:

• Acting as point of contact with EU residents, supervisory authorities and internal teams
• Identifying and evaluating the company’s data processing activities
• Providing advice and instructions on how to conduct Data Protection Impact Assessments (DPIAs)

The post GDPR Data Protection Officer job description appeared first on Recruiting Resources: How to Recruit and Hire Better.

Brexit Project Manager responsibilities include:

• Analyzing the impact of a potential Brexit on procedures, products and people
• Developing company policies based on new regulations
• Articulating changes in existing partnerships in various locations

The post Brexit Project Manager job description appeared first on Recruiting Resources: How to Recruit and Hire Better.

With insights from our own real-life hiring guide, you are determined to find the best candidate who fits your company’s needs.

Don’t forget to customize it depending on your organization’s standards and read the instructions to craft the best possible version for your company.

Let’s begin.

Hiring guide template

The front page

In the front page:

• Put your logo at the top
• Mention the title (i.e. Guidelines for hiring managers)
• Don’t forget to align the colors according to your brand’s identity colors

Introduction

[This is the introduction of the guide. Feel free to customize it depending on your organization needs and standards. Here is a sample you can use]

If you’re reading this then it’s likely you are growing your team or someone on your team has recently resigned and you’re looking to hire a backfill. The People Team can’t wait to get the ball rolling!

This document will walk you through all the steps required to get your new job approved and live.

Also, it will provide you with lots of useful information and advice for making each step of the hiring process enjoyable and effective which will lead to the best new hires for your team.

And remember, the culture [Link of your culture at your company webpage. Check an example here] and ability of [your company name] to become a large global market leader all starts from recruiting.

• Every role in the organization matters
• Do not compromise on hiring
• Do not compromise, even under pressure
• Personality and motivation matter a lot
• Look what they have done, not what they say

The process

[Here, you should describe the steps involved in the hiring process for the recruiter. If the recruiter needs to prepare a job requisition, contact the HR manager to agree on terms, or secure approvals from the hiring team and other stakeholders, it should be mentioned here.

Additionally, this is the appropriate place to describe the hiring process, screening procedures, and interview stages]

Step 1: Create a requisition in a hiring plan

[If you have a requisition demand, you must provide guidance regarding the file path, the type of form, and the required fields that your recruiter needs to fill out]. 

Approvals

[Is there an approval process in place within your company? If so, please provide the contact information of the person or department that the recruiter should contact in order to obtain approval before proceeding to the next steps].

Step 2: A meeting between the hiring manager/team and the recruiter – Posting of the job

[This step may include a meeting with the hiring manager and the job posting terms. You can find below a sample].

The new role will be discussed here. Things that need to be covered in this meeting:

• The process (steps)
• The job description
• The ideal candidate profile
• Assessments (if there is the option to choose some of them)
• What the prescreening call should cover
• Important timelines (updates to candidates)
• Important timelines: when the successful candidate should be in place by, and why, then working back from that, to understand when interviews should be taking place
• Setting expectations – for example, no candidate should wait longer than X days for an update or feedback.
• The scorecards (different members of the hiring team shouldn’t ask the same questions in separate interviews)
• The assignment (the assignment should assess the specific skills required for the role)
• The assignment feedback format
• Offer letter details for when the time comes
• The candidate experience surveys and actions in [your company name]

The candidate experience survey

[Using a candidate survey is always a good idea. If you choose to use one, it is important to explain how it works, including when it should be administered, whether it is an automated process or if the recruiter needs to send it out, and whether there is a template available for use.

It is also important to identify the questions that are most relevant to the hiring process and provide guidance on how to use the survey effectively. Below you can find a sample survey with relevant questions that could be helpful in this regard].

• Were you well-prepared for the interview?
• Did the information provided by the hiring team give you a good understanding of the role and the team at [your company name]?
• Did you have the chance to highlight your skills and experience during the interview?
• Are you satisfied with the overall interview experience with [your company name]?
• Would you recommend a friend to apply to [your company name]?

Step 3: The screening call or the one-way video interview

[In this step, you need to describe the stages of the process. Who is responsible for shortlisting candidates? How should they handle incoming CVs? How are screening calls scheduled? What should be the key outcome of the screening call? How is a potential one-way video interview organized, and what are the desirable results?] 

• Prescreening: [Your instructions here]
• The screening call: [Your instructions here]
• Video Interview: [Your instructions here]

[If everything goes well and the candidate meets the expectations, they proceed to the next step, which may involve an assessment or assignment. In this step, you should describe the process clearly. Will it be an email with an attachment, a link to your site, or a document? Be clear about this with your recruiter].

Step 4: The cognitive assessment & the assignment

[If you decide to proceed with the cognitive assessment and the assignment, this is a sample you can use for your recruiter. In any other case, feel free to customize this step according to your hiring procedure]

The cognitive assessment

The online assessment consists of five parts: 

1. Abstract Reasoning 
2. Numerical Comprehension 
3. Verbal Comprehension 
4. Attention & focus
5. Workplace personality

Those are some tests that aim at evaluating candidates’ cognitive ability and should be sent before the assignment since the threshold is an overall rating of X. If the candidate do not pass the assessment we can’t proceed to the assignment. If they pass, the recruiter can send the assignment.

The assignment

The promising candidates typically proceed to the second step of the process which is the assignment and assessments. The assignment is up to the hiring manager to create and decide how long the candidates will have to complete it.

The assignment is meant to emulate the sort of work the candidate would be asked to  do in their job. The goal is to explore the way the candidate approaches a problem, test basic skills for the job and reveal the candidate’s ability to present their work and thought process clearly.

The assignment is the best chance to examine the candidate’s technical skills. The best advice before drafting an assignment is to leave some leeway for more in depth questions during the interview.

Also, remember that many candidates are extremely good communicators. They can sell themselves and we can buy them even after hours of interviewing, so the assignment combined with interviews, helps protect us from making poor hiring decisions.

When the candidate sends their assignment back you need to evaluate it within a couple of days. You should include detailed feedback in [your company name] using the [you decide the procedure], including where the candidate has done well and areas they could have done better.

If you don’t want the candidate to proceed further, the recruiter needs to send a disqualification email with feedback X days after the candidate’s submission. The hiring manager’s feedback is encouraged to be written as if you were talking to the candidate, in the second singular pronoun (you).

We really appreciate the effort you have put into your application so we’d like to give you some detailed feedback on your candidacy, hoping that it might prove useful to you in the future.

Let’s start with what we think are the good points of your solution:
(Hiring managers input)

Things that you could have done better:
(Hiring managers input)

The Recruiter is the person who will move or disqualify candidates. 

[This is the time to send a survey to the candidate for their feedback. If you choose to do so, please explain the procedure here].

Step 5: The first Interview with the hiring manager

[In this step, you need to be more thorough about the essence of the interview and the rapport building between the interviewer and the interviewee. Depending on your patterns, you can share your guidelines and points of attention during the interviews. Here is a sample].

Interviews are less formulaic than other parts of the process. There are still some guidelines that you ought to observe:

Review the scorecard

Make sure you are prepared for this and you know how to evaluate the candidate. Spend some time to prepare a scorecard and discuss with the recruiter which questions  can be asked. Scorecards help us ensure that all candidates are evaluated equally allowing us to make the best hiring decisions.

Respect the candidate

The candidate is making an important life decision. They probably prepared extensively, went through several calls and tests and maybe took time off their job to meet us. Whether you like the candidate or not you should respect the effort they are putting into this.

We have all interviewed for a job we wanted so we can all relate to the candidate’s situation. Treat them as you would like to be treated yourself.

1. You should be on time. A few minutes earlier is ideal. This will help you make sure that everything is working properly (In case of a virtual meeting check mic, headphones, or your background image). If you’re late by 5 minutes, apologize. If they are late but sent a message to notify us something happened to them, put them at ease and tell them it’s not going to affect their chances. If they are late without good reason, make a mental note, but don’t antagonize the candidate about this.
   
2. You  should  be  prepared,  meaning  you  must  read  the  Resume/CV  and  all comments/evaluations/scorecards about the candidate at a minimum. Sometimes it’s useful to have a quick chat with the recruiter or whoever has been evaluating the candidate before you.
   
3. You should be able to describe what the role is about in a few sentences, more on this further down.
   
4. You should demonstrate your preparation by not asking candidates about things that have already been addressed, or you should explain that you are asking a clarifying question when you do. E.g. “I know you discussed the reasons you are  looking for a job with X, I’d love to hear more about your objective to be in a  more X-facing role.
   
5. You should be polite and show appreciation for the candidate as a person and as a professional regardless of their suitability for the job in question. It’s a good idea to congratulate the candidate for their education and career so far and thank them for considering working with us.
   
6. The candidate is here to discuss a job opportunity. It’s fine, and often a good idea, to make a bit of small talk or pick up a tangent in the conversation. But make sure that most of the discussion is about the role in question.
   
7. Pay attention to the conversation and be engaged. You should look at the screen all of the time in case of an online interview but make sure you aren’t always typing or taking notes. You can do this after the interview.

Prepare for a substantial discussion

It’s a good idea to have a few specific questions you want to ask. What are the main things you want to learn about the candidate? It is often a good idea to tell the candidate from the beginning that you’re hoping to learn more about X, Y and Z in this interview.

Here are a few areas that are often explored in interviews and some ideas on how to think about them:

1. Ice breakers

A useful question that shows respect and opens up the conversation like if we have been prompt and informative in the process so far. Or ask them what they thought about the assignment. If the interview is onsite offer to show them around the office if they wish so they can see where they would be sitting and what amenities we offer.

2. Describe the role and the company

It’s good to establish early on that the interview is a two-way street and it’s your job to answer any questions the candidate has. Offer to describe the role if the candidate wants to hear it again from you. You should be able to explain what the company is about, what this team does for the company and what the role is expected to do.

The candidate needs to know what the main duties are, who they’ll be working with, who they report to, why the team’s role is important/interesting and what success looks like.

[Here, you can include an example of a dialogue that the Hiring Manager can ideally use to explain your product or service in a more engaging manner and put the candidate in the employee’s shoes.] 

You should be prepared to answer specific questions about the job and the company, about the team’s remote work status – always give a straight answer to the best of your knowledge. If you don’t know how to answer a question you can always say that you’ll get back to them via email or that this is a discussion they can have at the next interview.

Make sure you note these questions down so they can be followed up on.

3. Understanding the nature of the candidate’s most relevant work experience

This does not mean walking through the CV together. Simply asking them to describe their current company and the scope of their role tells you a lot about their ability to make sense of what they do. Asking them what they don’t do is also important. 

For example, a product manager does different things in different organizations. By asking them questions like “who develops the pricing?” or “who provides product explainers to marketing?” you can determine whether this is a technical or commercial type of product manager. 

Similarly, for managerial positions, you can find out whether a person is hands-on or not. Asking who decides or approves this or that can tell you whether their “director” role is really what it sounds or merely the result of title inflation

4. Exploring specific skills

You should ask about their familiarity with specific tasks or methodologies relevant to the role. You can start by asking things like “are you familiar with Monte Carlo simulations?” and then dive deeper asking if they have used it, asking to describe a problem they used it for, what it’s good for, or what its limitations are, etc. 

Sometimes this sort of discussion can start from something about the assignment – so you have a common example to work with. You want to understand what the candidate knows, but also how they think and hopefully open up a discussion that reveals their level of expertise about a few topics that matter to you.

Sometimes, the same goal can be accomplished by presenting a hypothetical (but realistic) problem and asking the candidate to think how they would tackle it.

How would you deal with a customer who’s upset about X? What would we need to do to upgrade our security infrastructure? How would you measure the quality of our onboarding process? How would you decide how to prioritize these two projects?

5. Understanding what they are like

Instead of the dreadful “tell me about your weaknesses”, you can have a meaningful discussion about the things they like more or less about the job. Why do they like or dislike X? 

If the candidate takes the job what would help them be successful? What should you avoid as a manager with them? This type of questioning is often more productive than lists of strengths and weaknesses.

Sometimes it’s more interesting to understand if the candidate has good knowledge of themselves. People who know their strengths and weaknesses can show others how to work best with them.

6. Understanding how they work with others

This is perhaps the hardest area to explore in an interview. An indirect approach is usually easier here. Who is someone they enjoyed working with in the past and why? Who is someone they found difficult to work with and why? Can they explain an argument/conflict they had and fairly represent the other side’s argument? If this is a leadership/managerial position, what kind of team would they build? What would they look out for in people?

7. Getting problems and objections out in the open

Chances are that you have some potential objections or issues about any candidate at this point. That’s really your last chance to address them. If you can’t think of a better  way, you can ask point-blank. E.g. “You seem to be a good fit in many ways but I have a small concern that you have no experience in a technology company. How do you think this will affect you?”

The recruiting process reveals a lot about a candidate and almost everyone will have some weak/questionable aspects.

Make sure you address them and get to the bottom of them – otherwise you won’t be able to make a fair decision.

8. Management role questions

For leadership positions – especially people with a long experience in managerial roles – there are a few topics that will reveal a lot and can easily start a good discussion: how  they would organize their team, how they would hire people, how they decide to let go of people, what was great about their best people, what they disliked about the ones who didn’t work out, etc. 

Ideally, you want to get into a discussion about a difficult situation and see if they can articulate how they thought about a problem, how they thought about the people involved, their motivations, their skills and possible solutions and their implications. People who can’t sound interesting or thoughtful in a discussion like this one are probably managers in title only.

9. Compensation

This is usually dealt with by the Recruiting team in their screening call or Video Interview. Unless told otherwise by the Recruiting team or your manager, don’t ask about compensation. 

It’s actually illegal in some jurisdictions, so it’s not just our preference but a legal issue. If asked, it’s OK to say that it’s not your role to discuss or negotiate salaries but the Recruiter will be happy to answer any questions they have.

10. Encourage the candidate to ask questions

Their questions often reveal as much as yours. Plus, it’s your duty to make sure that the candidate is making an informed decision. Answer questions truthfully and directly, to  the best of your knowledge. 

If unsure, say so and offer to get back to them via email or defer to your Manager or the Recruiter.

Here are a few common topics that candidates ask about and how to address them:

1. Questions about life at the company, office culture, etc.

Usually, the candidate will want to know what it’s like to work here. Tell them what it’s been like for you or for others in the role the candidate has applied for. Maybe you don’t know everything about the company but you know your own experience and it’s probably close to what they would experience here. Don’t take anything for granted. 

[You can mention here benefits and amenities of your company.]

You want to sell the role to the candidate but also don’t sugarcoat it. If they are bothered by something, it’s better if they know about it before accepting the job. 

For example, you can say things like, “People are friendly and helpful and there’s hardly any politics in the workplace – it’s very meritocratic” but also things like, “This is a very ambitious company with smart competitors so everyone is expected to be performing at the top of their profession to advance their career here – it is not an easy job”.

2. Questions about funding, financing, revenues, investors, etc.

[Customize this text according to your company funding and investors.]

There’s a public record for funding and it’s fair to say that we are backed by venture capital firms [if this is the case]. 

You should decline to share revenue or other financial metrics. Tell the candidate that your department leader is a better person to tackle those questions in the next interview.

3. Questions about career development

You can tell candidates that the company has a systematic approach to track and encourage career development. You can say a few things about the internal grades system and how performance reviews work. You probably have examples of people in the same job or team that got promoted or moved to a different role and those are often the best way to show a candidate what’s possible.

4. Questions about compensation and benefits

For compensation, it’s best to defer to the Recruiting team.

[For benefits such as healthcare, maternity leave, etc., you may have documents that can also be shared in the first email to the candidate. These documents may have been discussed with the recruiter and may also be available on your career site.]

5. Questions about the way we work

The smartest candidates will have a few specific questions about the tools and technologies we use, the processes we have, how responsibilities are allocated, how decisions are made, etc. This is the area that you know best, so here’s your chance to demonstrate your knowledge. 

We probably have some weaknesses too, things we want to improve or hope to do in the future. Talking about them in a thoughtful manner shows that we are not a stagnant organization so don’t be afraid to touch this discussion.

6. Family and work-life balance questions

Some candidates are concerned about how a job can interfere with their family obligations. If the job requires shift work make sure you clarify what it’s like and how much.

Remember, it’s OK to say you don’t know something, or “I can’t speak for the company about this, but here’s how I understand it”. Good candidates appreciate honest and forthcoming interviewers. 

Things to avoid

Interviews are sensitive. You’re in front of a stranger and you are both trying to make an important decision, so you each want to learn more about the other. But there’s an asymmetry of power. Even if we don’t see it that way, many people will see you as the gatekeeper for a job that may be very important to them.

They feel obliged to go where you want to go and act as if it’s totally OK, even if it makes them uncomfortable. 

It is your responsibility to stay within the boundaries of acceptable conversation. Here are a few common mistakes and topics to avoid:

1. Discussions about other people or previous employers

It’s OK to discuss what they didn’t like about their previous job or why they were let go. Some candidates will badmouth employers or trash talk this or that. Don’t participate in it and gently bring back the conversation to what’s strictly professional.

For example, if  they lost faith in the success of their current employer, that’s something useful to know and it may suggest that this is something important to them.

If they want to go on for 20 minutes about why their boss was a terrible person to work with, we don’t want to hear this and it doesn’t make the candidate look very good either.

2. Personal matters

This is not the time to discuss their family, health or other personal matters. If it’s offered by the candidate and relevant to their resume/CV, it’s OK. E.g. “I quit my job a year ago to look after my baby and now I want to go back to work” or “My wife is a doctor who works 80-hour weeks so I need a job that allows me to pick up my children from school in the evenings”. 

A simple rule of thumb here is if you wouldn’t talk about something in a professional meeting with people you don’t know (e.g. a customer) then you probably shouldn’t do it in an interview either.

3. Politics, religion and any controversial non-work topic.

These have no place in interviews.

4. Too casual

The meeting should focus on professional matters and be conducted in the same manner as any other professional meeting with strangers. It’s OK to spend some time building rapport, talking about some common interests or making small talk but remember that this is not a social occasion and the candidate expects you to discuss substantial work-related matters. 

Personable and confident people may appear pleased to have casual conversation and both of you may be enjoying this, but it’s your job to make this a discussion about the role in question.

5. Arguments in general

If you do enough interviews you’ll get to meet someone who’s rude, late, aggressive, trash talking this or that, etc. Don’t let them drag you into an argument, don’t be judgemental, always stay polite and steer the conversation on topic even if they infuriate you and you are 100% right. 

If we don’t like someone we don’t have to hire them but we must behave professionally even if they don’t.

Evaluation

Now you need to write down your opinion about the candidate. Here are a few tips on writing evaluations:

1. Use a scorecard. This way the entire hiring team knows what has been covered in the previous step.
   
2. Your role is to form an opinion, not just to write a transcript of what happened in the interview. Use notes and facts from the interview to document your opinion, don’t just list them.
   
3. Your opinion should have a specific bearing on things we care about: Can the candidate do the job? Do they bring skills we don’t have? Will we learn something from the candidate? Are they missing skills you wish they had? Will they work well with our team? Will they function well in our processes and style of work? Will they be happy with the job?
   
4. Use facts from the CV and the interview to support your opinion. Past achievements demonstrate skills, intelligence or work ethic. Specific statements in the interview suggest motivations or interests. Personality and demeanor suggest how the candidate would fit in a team.
   
5. There’s always room for “gut” or undocumented reactions. If you really liked or disliked someone you should mention it in the evaluation. But do take the effort to inquire why. E.g. “I had a hard time making good conversation because the candidate was dominating air time and interrupting all the time – it will be tough to deal with customers without better conversational skills.” Don’t just say, “I didn’t like him.”
   
6. Write the evaluation right after the interview. A Pro Tip: block 15 minutes after each interview for overruns or completing your scorecard right away. A day later you will forget important points and you’ll only remember your impressions not the facts. Also, if you see other candidates in-between the interview and the evaluation then it becomes a comparison game. If you find yourself writing things like “John is great, but not as good as Liz” then you’re doing it wrong. We’ll get to do this thinking later when we have an individual evaluation for everyone. 

Also, people tend to like people who are similar to them. We tend to be biased towards someone who has the same hobby as us, or went to the same university or has the same age or in general has something similar. If we know it before an interview we eliminate the chances of liking someone regardless of the actual technical skills or interview performance.

Please avoid using subjective assumptions for candidates’ personalities or attitudes and be based on those to make a final decision. Eg: Sophia, was communicative, smiley but seems an introvert and too arrogant so, I believe she won’t fit in our culture. 

Try to give data from the interview and before using those words to back them up. So why couldn’t a non-smiley, introvert and arrogant person add value to the team? Back up your opinion in a correct way. 

Also, the term “culture fit” can lead to several misconceptions. A lack of diversity is the biggest drawback of hiring for cultural fit. If like-minded people are hiring folks who are similar to them, it’s not likely the organization is diversifying its workforce. We prefer to use the term “culture add” instead.

A culture add is someone who brings diverse experiences, perspectives, and ideas to the workplace. A culture add is someone who enhances the company culture, a missing piece that changes the picture. A culture add models desired behaviors and values while empowering growth.

Experienced interviewers know what they want to learn about a candidate before the interview and they make sure they use the interview to provide them with the facts they need to write a comprehensive evaluation. Thinking about the evaluation before the interview is the best way to figure out what you want to discuss in the interview itself.

Step 6: The executive interview

This is the last interview of the process. The department Head will make the final call for the candidate. If you’ve done a good job selecting and evaluating candidates, the executive interviewer should know what areas are unclear or potentially problematic so they can focus more of their attention there and make a decision.

Step 7: Reference calls

The reference call is done by the Recruiter to two cases. The first is for roles that are [grade X] and above. The second is to anyone for whom we have slight doubts personality wise.

1. We only make reference calls for people we intend to hire as a last step before the offer letter. A reference call reveals that the candidate is looking for a job to a third person so we should never do this earlier in the process. The guiding principle here is that you should be prepared to make an offer tomorrow if the reference turns out positive.
2. Ask the candidate to provide contact information for their suggested references. Make a note of the candidate’s relationship to their reference. Were they reporting to this person? Were they peers? Is it some other senior member of their previous organization?
3. References will rarely be negative about the candidate. The way to get to the truth is by asking indirect but specific questions. Instead of “which are the candidate’s weaknesses”, ask “how can I get the most about this person?”, “how do you advise me to manage this person?” or “what should I know or avoid?”. This line of questioning is usually more revealing.
4. Sometimes the best references are ones the candidate didn’t offer. If you know someone you trust who knows the candidate this is the best way to learn about them. There is nothing unethical about back-references if done correctly. As with normal references we only do them at the end of the process when we know we want to hire that person. We don’t do back-references with the candidate’s current employer under any circumstances. We do them only with people we know and trust to be discreet. The general principle here is that we don’t want to reveal the fact that the candidate is looking for a job to anyone we can’t trust to keep it confidential.

Step 8: The Offer Letter

[Customize this to meet the standards and flow of approvals of your organization]

When the Hiring Team agrees on the ideal candidate and decides to move on to an offer, the following steps should be followed.

The VP mails to the Recruiter and SVP or C-level Executive the offer details, which include:

1. Candidate Name:
2. Position title:
3. Grade:
4. Salary:
5. Bonus:
6. Starting Date:
7. Team:
8. Reports to:

Process

1. The SVP or C-level Executive approves by replying back.
2. The Recruiter prepares the approved offer letter and shares it with their manager for final approval.
3. The Recruiter sends the email with the offer letter to the candidate while on phone with them and cc’s the Hiring Manager/VP.

As soon as the candidate accepts then HR takes over for the pre-boarding process.

Happy Hiring!

The post Hiring guide template: guidelines for hiring managers appeared first on Recruiting Resources: How to Recruit and Hire Better.

The Social Media Policy provides guidelines for employees using social media, both personally and on behalf of the company. It emphasizes responsible use, maintaining productivity, and ensuring the company’s image and confidentiality are upheld. The policy also outlines potential disciplinary actions for violations.

This sample Employee Social Media Policy is a good starting point for fleshing out your own policy for use of social media in the workplace by your employees.

The social media policy should include:

1. Guidelines on using personal social media at work, ensuring it doesn’t affect productivity.
2. Clear instructions for employees representing the company on social media, emphasizing respect, accuracy, and responsibility.
3. Disciplinary consequences for policy violations, including potential termination.

What is a corporate social media policy?

Most of your employees are likely to use one or more social platforms. Whatever they post on their personal accounts can be a potential risk for your company (e.g. if they share sensitive information). And, more importantly, using social media at work can affect productivity and focus. This is one of the reasons you need a company social media policy – to address limitations on what employees can post and to potentially place restrictions on social media use inside the workplace.

The other reason is your own social media profile; as an organization, you’ll want to have a consistent voice on your social media and want to avoid posting potentially risky statements or information. A social media policy for employees can give them the instructions they need to know how to handle corporate accounts.

How restrictive should my company social media policy be?

Your employees own their social media profiles, so what they post there can’t be restricted by your organization. You can, however, provide them with reasonable guidelines about what they shouldn’t post about (e.g. confidential data) and provide any potential disciplinary actions if their posts affect your company’s image (e.g. hate speech). As far as your own company’s social media accounts are concerned, you’re entitled to set the rules of posting.

How do I distribute it?

Your social media policy should be part of your employee handbook or live inside your policy database (e.g. in your HRIS). Make sure all employees have read it, especially those in your social media team.

Of course, remember that this policy is a living document – this is because the social media landscape changes often, new rules and regulations about privacy are introduced and trends can also play a part (e.g. the #metoo movement). Make sure you keep up-to-date with changes and think about whether your company social media policy might need some revamping.

Here’s a simple social media policy template to get you started with the essentials:

The post Company social media policy for employees appeared first on Recruiting Resources: How to Recruit and Hire Better.

This open door policy in the workplace template is free, customizable and useful for promoting a culture of communication and trust in your organization.

This open door policy should include:

1. Clear guidelines on how employees can approach and communicate with managers, both in person and through digital means.
2. Managers’ responsibilities to listen, act on feedback, and ensure no retaliation against employees who voice concerns.
3. Team members’ responsibilities to communicate effectively, resolve minor disputes, and report any violations of company policies.

The post Open door policy in the workplace appeared first on Recruiting Resources: How to Recruit and Hire Better.

The Corporate Social Responsibility (CSR) Policy emphasizes a company’s commitment to ethical practices, environmental protection, and community support. It outlines efforts to give back, ensuring compliance with laws, promoting human rights, and proactively supporting community initiatives, environmental conservation, and educational programs.

This Corporate Social Responsibility company policy template is ready to be tailored to your company’s needs and should be considered a starting point for setting up your social responsibility employment policies.

The corporate social responsibility policy should include:

1. Clear definitions of compliance and proactiveness, emphasizing ethical business operations and community support.
2. Guidelines for protecting the environment, ensuring waste disposal best practices, and promoting eco-friendly technologies.
3. Commitments to human rights, including fair labor practices and non-discrimination.

The post Corporate social responsibility company policy appeared first on Recruiting Resources: How to Recruit and Hire Better.

This Workplace Harassment Policy template is ready to be tailored to your company’s needs and should be considered a starting point for setting up your employment policies. A Workplace Harassment Policy may also be referred to as an Anti-Harassment, Employee Harassment, Sexual Harassment or Racial Harassment Policy.

The workplace harassment policy should include:

1. A clear definition of what constitutes harassment, including specific examples.
2. Procedures for employees to report and address harassment incidents.
3. Disciplinary actions and consequences for those found guilty of harassment.

The post Workplace harassment policy sample appeared first on Recruiting Resources: How to Recruit and Hire Better.

This employee fraternization policy template is ready to be tailored for your company’s needs and should be considered a starting point for setting up your employment policies.

This fraternization policy should include:

1. Clear definitions of acceptable and unacceptable behaviors for employees in relationships.
2. Guidelines for employees dating supervisors and the potential consequences.
3. Provisions for maintaining transparency and openness about relationships within the workplace.

The post Employee fraternization policy template appeared first on Recruiting Resources: How to Recruit and Hire Better.

This moonlighting policy template (or outside employment policy) is ready to be tailored to your company’s needs and can be a starting point for setting up your employment policies.

This moonlighting policy should include:

1. Clear definitions of what constitutes a side job and the expectations surrounding it.
2. Guidelines on how employees should approach and inform their managers about their outside jobs.
3. Consequences for violating the policy, especially concerning non-compete and confidentiality agreements.

The post Moonlighting policy appeared first on Recruiting Resources: How to Recruit and Hire Better.

From a code of conduct to benefits and perks to employment details, this employee handbook template has everything you need to start your own company policies.

What is an employee handbook?

An employee handbook is a document that communicates your company’s mission, policies and expectations. Employers give this to employees to clarify their rights and responsibilities while they’re employed with the company.

To help you build the best employee handbook, we crafted a template to give you a headstart in creating your own document. Download the full Employee Handbook template in .doc and pdf format by clicking on the links at the bottom of this page.

The employee handbook policy should include:

1. Employment basics: Definitions of employment-related terms, rules regarding attendance, and an overview of the recruitment process
2. Workplace policies: Descriptions of the workplace environment, including confidentiality, harassment prevention, and workplace safety
3. Code of conduct: Guidelines on employee behavior, including dress code, cyber security, conflict of interest, and workplace relationships

Words in brackets are placeholders — substitute them with your company’s specific guidelines. Also, feel free to modify this template’s language to match your company’s culture.

Here’s what should be included in an employee handbook; our template covers every important policy of an employee manual:

• Employment Basics
• Workplace Policies
• Code of Conduct
• Compensation and development
• Benefits and Perks
• Working Hours, PTO and Vacation
• Employee Resignation and Termination

If you need to work only on specific parts of your handbook, click on each of the following sections to download them separately.

By tying these sections together, you can build a complete company employee handbook. The full template includes these sections plus an introduction so you can welcome new employees to your company.

To support your efforts even further, here’s our guide on what each section entails and tips to flesh out your own employee manual matching your company’s requirements:

Keep in mind that our employee handbook examples and relevant advice are not legal documents and may not take into account all relevant local or national laws. Neither the author nor Workable will assume any legal liability that may arise from the use of these templates. Please ask your attorney to review your finalized policy documents or Handbook.

The post Employee Handbook appeared first on Recruiting Resources: How to Recruit and Hire Better.

This corporate email usage policy template is ready to be tailored to your company’s needs and should be considered a starting point for setting up your employment policies.

This email usage policy should include:

1. Clear distinctions between appropriate and inappropriate email use.
2. Security measures, including password requirements and strategies to identify phishing attempts.
3. Guidelines for creating professional email signatures and the consequences of policy violations.

The post Corporate email usage policy template appeared first on Recruiting Resources: How to Recruit and Hire Better.

This company car policy template is ready to tailor to your company’s needs. Use this as a starting point when creating your employment policies.

The company car policy should include:

1. Criteria determining which employees are eligible for a company car
2. Specific obligations and behaviors expected from drivers, including reporting accidents and maintenance needs
3. Consequences and disciplinary actions for violations, such as misuse or unsafe driving practices

The post Company car policy sample appeared first on Recruiting Resources: How to Recruit and Hire Better.

This Employee Expense Company Policy template is ready to be tailored to your company’s needs and should be considered a starting point for setting up your employment policies.

This employee expense policy should include:

1. Definitions of work-related expenses and the distinction between company-paid and reimbursable expenses.
2. Clear guidelines on what constitutes reimbursable expenses and the documentation required.
3. Procedures for submitting reimbursement claims, including timelines and the approval process.

The post Sample Employee Business Expense Policy appeared first on Recruiting Resources: How to Recruit and Hire Better.

This no retaliation policy should include:

1. Definitions and examples of actions that might lead to retaliation, such as complaints or participation in investigations.
2. Clear procedures for employees to report misconduct or violations without facing retaliation.
3. Consequences for those found guilty of retaliatory actions, ensuring accountability.

The post Retaliation in the Workplace Policy appeared first on Recruiting Resources: How to Recruit and Hire Better.

This sample Employee Dress Code Policy template is ready to be tailored to your company’s needs and should be considered a starting point for setting up your company dress code policies.

This business dress code policy should include:

1. Clear guidelines on grooming and cleanliness, ensuring employees present themselves well.
2. Specific rules on what constitutes work-appropriate attire, prohibiting clothes typical for workouts or outdoor activities.
3. Provisions for special occasions or positions that may require different dress codes, such as meetings with clients.

The post Sample Business Dress Code Policy appeared first on Recruiting Resources: How to Recruit and Hire Better.

This Company cyber security policy template is ready to be tailored to your company’s needs and should be considered a starting point for setting up your employment policies.

This cyber security policy should include:

1. Definitions of confidential data and the importance of its protection.
2. Procedures for data transfer, ensuring security and preventing unauthorized access.
3. Reporting mechanisms for scams, privacy breaches, and potential security threats, ensuring timely response and resolution.

The post Company cyber security policy template appeared first on Recruiting Resources: How to Recruit and Hire Better.

This Maternity Leave policy sample template is ready to be tailored to your company’s needs and should be considered a starting point for setting up your employment policies.

The maternity leave policy should include:

1. Definitions of eligibility and the scope of maternity leave, including adoption scenarios
2. Clear procedures for requesting maternity leave, including notice requirements and potential documentation
3. Guidelines on the duration, benefits, and potential extensions of maternity leave, ensuring clarity and support

The post Sample maternity leave policy appeared first on Recruiting Resources: How to Recruit and Hire Better.

This data protection policy should include:

1. Definitions of the types of data collected and the parties covered by the policy.
2. Rules for collecting, storing, and handling data, ensuring accuracy, security, and legal compliance.
3. Procedures for reporting data breaches, misuse, and the company’s obligations towards data owners.

The post Company data protection policy appeared first on Recruiting Resources: How to Recruit and Hire Better.

What is an employee recognition programs policy?

Employee recognition programs are designed to acknowledge and appreciate the hard work, dedication, and achievements of employees. Such programs not only celebrate individual accomplishments but also reinforce the organization’s values and objectives. By recognizing employees’ efforts, organizations can enhance job satisfaction, increase engagement, and promote a culture where excellence is celebrated and emulated. These programs can be both formal, with scheduled award ceremonies, and informal, allowing for spontaneous recognition of exceptional work.

An employee recognition programs policy should include:

1. Clear criteria for eligibility and selection
2. A diverse range of recognition methods, both monetary and non-monetary
3. A transparent nomination and selection process
4. Guidelines on the frequency and timing of recognition events or awards

Why is it important to have an employee recognition programs policy?

Having a structured employee recognition programs policy is crucial for fostering a positive work environment. Recognizing employees’ achievements boosts morale, increases job satisfaction, and encourages continuous excellence. Moreover, it reinforces the organization’s values, promotes loyalty, and can lead to increased productivity. Such a policy also ensures fairness and consistency in how recognitions are awarded, eliminating biases and promoting a culture of meritocracy.

Step by step instructions on how to write your own policy

1. Define the purpose

Start by outlining the main objectives of the recognition program, such as boosting morale, reinforcing company values, or promoting specific behaviors.

2. Set clear criteria

Determine what achievements or behaviors will be recognized. This could range from project completions, innovative ideas, to years of service.

3. Choose recognition methods

Decide on the types of rewards. This could include monetary bonuses, certificates, public acknowledgment, or additional leave days.

4. Nomination process

Establish a process for colleagues or managers to nominate deserving employees. Ensure this process is transparent and free from biases.

5. Selection committee

Form a committee responsible for reviewing nominations and selecting awardees. This committee should represent various departments for diversity.

6. Frequency of recognition

Decide how often recognitions will be awarded, be it monthly, quarterly, or annually.

7. Communication

Clearly communicate the policy to all employees, ensuring they understand the process and the value the organization places on recognition.

Employee recognition programs policy template

Brief & Purpose

At [Organization Name], we believe in the power of recognizing and celebrating our employees’ achievements. This policy aims to acknowledge the hard work, dedication, and contributions of our team members, reinforcing our organizational values and promoting a culture of excellence.

Scope

This policy applies to all full-time employees of [Organization Name].

Guidelines

Employees can be nominated for significant contributions to the company’s success.
Rewards should be meaningful and reflect the achievement.
All recognitions should align with the company’s values and promote a positive work culture.
Monetary rewards are separate from regular salaries or bonuses.

Nomination and selection

Nominations can be submitted by colleagues or managers, highlighting the nominee’s achievements. A committee will review these nominations quarterly, selecting individuals who best exemplify [Organization Name]’s values and have made significant contributions.

Types of recognition

Performance Awards: For employees who consistently meet or exceed their targets.
Innovation Awards: For those who introduce beneficial new ideas or processes.
Service Awards: Recognizing long-serving employees.

Conclusion

At [Organization Name], we understand the importance of acknowledging our team’s efforts. Through this policy, we aim to foster a culture where excellence is recognized, celebrated, and emulated.

Disclaimer: This policy template is meant to provide general guidelines and should be used as a reference. It may not take into account all relevant local, state or federal laws and is not a legal document. Neither the author nor Workable will assume any legal liability that may arise from the use of this policy.

The post Employee recognition programs policy template appeared first on Recruiting Resources: How to Recruit and Hire Better.

This equal opportunity employer (EEO) policy statement template can help you draft an equal opportunity employer statement, follow EEO laws and ensure fairness in your workplace. Modify it based on your needs.

The equal opportunity policy should include:

1. Definitions of protected characteristics like age, gender, ethnicity, and religion.
2. Guidelines ensuring fairness in hiring, training, performance evaluation, and termination.
3. Procedures for reporting violations and the potential disciplinary actions for non-compliance.

The post Equal Opportunity Employer Policy (EEO policy statement) appeared first on Recruiting Resources: How to Recruit and Hire Better.

This Company Sick Leave Policy template is ready to be tailored to your company’s needs and should be considered a starting point for setting up your employment policies. A company sick leave policy may also be called a sick time policy, sick pay policy, or sick days policy.

This sick leave policy should include:

1. Clear definitions distinguishing sick leave from other types of leave.
2. Guidelines on how and when employees should notify their supervisors about their absence.
3. Circumstances under which a physician’s note or medical certification might be required.

The post Sample company sick leave policy appeared first on Recruiting Resources: How to Recruit and Hire Better.

The unlimited vacation policy should include:

1. Definitions of the policy’s scope, including who it applies to
2. Minimum and maximum time off guidelines, ensuring employees take necessary breaks
3. Procedures for requesting leave, including communication expectations and supervisor approvals

The post Unlimited vacation company policy appeared first on Recruiting Resources: How to Recruit and Hire Better.

This Employee Cell Phone Policy is ready to be tailored to your company’s needs and should be considered a starting point for setting up your employment policies. The cell phone company policy may also be referred to as a no mobile phones at work policy or a bring your own device (BYOD) policy.

The cell phone policy should include:

1. Clear definitions of acceptable and unacceptable cell phone use during work hours.
2. Guidelines for using company-issued phones and preserving their condition.
3. Consequences for excessive or inappropriate cell phone use, including potential disciplinary actions.

The post Employee Cell Phone Policy appeared first on Recruiting Resources: How to Recruit and Hire Better.

1. Criteria determining eligibility for remote work based on job duties.
2. Specific reasons that may necessitate telecommuting, such as parenting, emergencies, or work-life balance.
3. Procedures for requesting and approving work from home, including considerations for cybersecurity and team collaboration.

The post Work from Home Policy Sample appeared first on Recruiting Resources: How to Recruit and Hire Better.

This Termination/Separation of Employment Policy template is ready to be tailored to your company’s needs and should be considered a starting point for setting up your employment policies. A termination/separation of employment policy may also be referred to as an employee termination policy or termination of employment policy.

This termination/separation of employment policy should include:

1. Definitions of voluntary and involuntary dismissals, including specific reasons for each.
2. Procedures for resignation, involuntary dismissal, and the necessary documentation.
3. Legal considerations and guidelines to prevent wrongful dismissals and ensure compliance.

The post Separation/Termination of Employment Policy Sample appeared first on Recruiting Resources: How to Recruit and Hire Better.

This paid time off policy should include:

1. Definitions and distinctions between PTO and other types of leave
2. Accrual process details, including the amount of PTO offered to different employee categories
3. Procedures for requesting PTO and guidelines on its usage throughout the year

The post Employee PTO policy sample appeared first on Recruiting Resources: How to Recruit and Hire Better.

This sample Employee Remote Work Policy template is ready to be tailored to your company’s needs and should be considered a starting point for setting up your employment policies.

This remote work policy should include:

1. Definitions and conditions for permanent and temporary remote work arrangements
2. Guidelines to ensure effective remote work, including workspace setup and communication practices
3. Provisions regarding equipment, compensation adjustments, and compliance with other company policies

The post Employee Remote Work Policy Template appeared first on Recruiting Resources: How to Recruit and Hire Better.

This conflict of interest company policy should include:

1. Definitions and examples of potential conflicts of interest
2. Procedures for reporting and resolving identified or suspected conflicts
3. Disciplinary consequences for concealed conflicts or unresolved issues

The post Employee Conflict of Interest Policy appeared first on Recruiting Resources: How to Recruit and Hire Better.

This coronavirus covid-19 company policy should include:

1. Protocols for sick leave and work-from-home requests related to COVID-19
2. Measures for traveling and commuting during the pandemic
3. General hygiene rules to prevent the spread of the virus in the workplace

Not quite what you’re looking for? Try our COVID-19 mandatory vaccination and workplace safety policy template.

The post Coronavirus (COVID-19) company policy appeared first on Recruiting Resources: How to Recruit and Hire Better.

This professional code of ethics policy should include:

1. Definitions and distinctions between professional ethics and other codes.
2. Principles guiding behavior, such as respect, integrity, lawfulness, and teamwork.
3. Procedures for reporting violations and potential disciplinary actions.

The post Code of ethics policy appeared first on Recruiting Resources: How to Recruit and Hire Better.

Be sure to check bereavement time off laws in your location before drafting your bereavement leave policy. For example, the law in the U.K. and the U.S. doesn’t provide for any leave in cases of bereavement, while the law in France does.

This bereavement leave policy should include:

1. Definitions of bereavement leave and who qualifies as immediate family
2. Duration and conditions of the leave, including paid and unpaid periods
3. Procedures for requesting bereavement leave and any required documentation

The post Bereavement leave company policy appeared first on Recruiting Resources: How to Recruit and Hire Better.

This employee code of conduct policy should include:

1. Guidelines on compliance with laws and ethical behavior.
2. Standards for respect in the workplace and prevention of discriminatory behavior or harassment.
3. Protocols for the protection and appropriate use of company property.

The post Sample Employee Code of Conduct Policy appeared first on Recruiting Resources: How to Recruit and Hire Better.

This Employee Attendance policy should include:

• Definitions of absenteeism, tardiness, and presenteeism.
• Procedures for reporting unforeseen absences and the consequences of unreported absences.
• Guidelines for managers to monitor attendance and address issues.

The post Employee Attendance Policy appeared first on Recruiting Resources: How to Recruit and Hire Better.

What is the 360 feedback policy?

360 feedback, also known as multi-rater feedback, is a system where employees receive confidential and anonymous feedback from multiple sources within the organization. This feedback process differs from traditional performance reviews as it incorporates perspectives from various individuals who interact with the employee in different capacities. The primary aim is to provide a holistic view of an individual’s performance, strengths, and areas for improvement. By gathering diverse insights, the organization can foster a culture of continuous learning and development, ensuring that feedback is well-rounded and actionable.

A 360 feedback policy should include:

1. Clear objectives defining the purpose of the 360 feedback process, whether it’s for development, performance evaluation, or both
2. Selection of reviewers with guidelines on choosing appropriate reviewers who have significant interaction with the employee
3. Feedback confidentiality assuring that will remain anonymous to encourage honest responses
4. Feedback implementation with Steps on how the feedback will be used for the employee’s development and growth

Why is it important to have a 360 feedback policy for your organization?

Having a 360 feedback policy is crucial as it promotes a culture of open communication and continuous improvement. It provides employees with a comprehensive understanding of their performance from multiple perspectives, highlighting both their strengths and areas for growth.

This holistic approach ensures that feedback is not skewed by a single viewpoint.

Moreover, it aids in identifying potential areas of bias, promoting fairness, and fostering a culture of diversity, equality, and inclusion. By institutionalizing this feedback mechanism, organizations can enhance employee engagement, boost morale, and drive overall business success.

Core competencies to check during feedback

Core competencies to check during a 360 feedback process often revolve around both technical and soft skills that are crucial for an individual’s role and the overall success of the organization. Here are some of the core competencies that are commonly assessed:

1. Technical proficiency: Depending on the role, this could involve assessing the individual’s knowledge and skills related to specific tools, technologies, or methodologies relevant to their job.
2. Communication skills: This encompasses the ability to convey ideas clearly, listen actively, and interact effectively with colleagues, subordinates, superiors, and external stakeholders.
3. Leadership and management: For those in leadership roles, it’s essential to evaluate their ability to inspire, guide, and manage teams, as well as their strategic vision and decision-making capabilities.
4. Teamwork and collaboration: This assesses an individual’s ability to work cohesively with others, contribute to team goals, and foster a collaborative environment.
5. Problem-solving and critical thinking: This involves evaluating the individual’s ability to analyze situations, think critically, and come up with effective solutions to challenges.
6. Adaptability and flexibility: In today’s rapidly changing work environment, the ability to adapt to new situations, learn from experiences, and be open to change is crucial.
7. Customer focus: For roles that interact with customers or clients, it’s essential to assess the individual’s commitment to meeting customer needs and ensuring satisfaction.
8. Initiative and proactiveness: This competency evaluates the individual’s drive to take the lead, anticipate challenges, and act without always waiting for direction.
9. Integrity and ethics: This assesses the individual’s adherence to the organization’s values, ethical standards, and principles in their daily work.
10. Continuous learning and development: This competency evaluates an individual’s commitment to personal and professional growth, including seeking feedback, learning from experiences, and pursuing further training or education.

Step by step instructions on how to write your own 360 feedback policy

1. Define the purpose

Clearly state the objectives of the 360 feedback process. Decide if it’s for development, appraisal, or both.

2. Choose the reviewers

Set guidelines on selecting reviewers. They should be individuals who have frequent interactions with the employee, such as peers, supervisors, and direct reports.

3. Design the feedback form

Create a balanced mix of open-ended and closed-ended questions. Ensure questions are specific, actionable, and unbiased.

4. Feedback collection

Decide on the medium (online surveys, paper forms) and set a timeline for feedback submission.

5. Feedback analysis

Collate the feedback and analyze the results. Look for patterns and areas of consensus.

6. Feedback Discussion

Arrange a meeting with the employee to discuss the feedback. Ensure the conversation is constructive, focusing on growth and development.

7. Action Plan

Based on the feedback, create an actionable development plan for the employee.

8. Review

Periodically review the policy to ensure it remains relevant and effective.

360 Feedback Policy Template

[company name] – 360 Feedback Policy

Brief & Purpose

This policy outlines the process and guidelines for conducting 360 feedback reviews at [company name] . The primary objective is to foster a culture of continuous learning and development by providing employees with a holistic view of their performance.

Scope

All employees of [company name].

Policy guidelines

Objectives: The 360 feedback process aims to provide comprehensive feedback for individual development and growth.
Selection of reviewers: Employees will receive feedback from peers, supervisors, direct reports, and any other relevant stakeholders.
Feedback confidentiality: All feedback will remain anonymous to ensure honest and unbiased responses.
Feedback implementation: The HR department will collate and analyze the feedback, which will then be used to create individual development plans.

Feedback process

• HR will initiate the 360 feedback process annually
• Employees will be informed about the process and timeline
• Reviewers will be selected based on their interaction frequency with the employee
• Feedback will be collected through an online survey platform
• Post-analysis, individual feedback sessions will be scheduled
• An action plan will be developed based on the feedback received

Review

This policy will be reviewed annually to ensure its effectiveness and relevance.

Disclaimer: This policy template is meant to provide general guidelines and should be used as a reference. It may not take into account all relevant local, state or federal laws and is not a legal document. Neither the author nor Workable will assume any legal liability that may arise from the use of this policy.

The post 360 feedback policy template appeared first on Recruiting Resources: How to Recruit and Hire Better.

It also provides mechanisms for employees to raise concerns about potential discriminatory practices, ensuring that such concerns are addressed promptly and effectively.

What is a corporate affirmative action policy?

The Corporate Affirmative Action Policy is a commitment to fostering a diverse and inclusive work environment. 

It aims to ensure that all employment decisions, from hiring to promotions, are made without regard to race, color, religion, gender, national origin, age, disability, or any other protected characteristic. 

The policy not only addresses the legal requirements but also emphasizes the organization’s dedication to creating a workplace where every individual has an equal opportunity to succeed and is valued for their unique contributions.

A Corporate affirmative action policy should include:

1. Scope of the policy defining who it applies to and under what circumstances.
2. Equal employment opportunity statement
3. Procedures for reporting violations including clear guidelines on how employees can report potential violations 
4. Review and monitoring on employment practices to ensure compliance with affirmative action principles

Why is it important to have a corporate affirmative action policy for your organization?

A Corporate Affirmative Action Policy is essential to demonstrate an organization’s commitment to fairness, equality, and diversity. 

In today’s globalized world, diverse teams bring a range of perspectives, fostering innovation and better decision-making. 

By actively promoting equal opportunities, organizations not only comply with legal requirements but also attract a wider talent pool, enhancing their competitiveness. 

Furthermore, such a policy boosts the company’s reputation as an inclusive employer, leading to improved employee morale, retention, and overall organizational success.

Step-by-step instructions for HR to write a corporate affirmative action policy

• Understand legal obligations

Familiarize yourself with federal, state, and local regulations related to affirmative action. For instance, review requirements under Executive Order 11246 or the Equal Pay Act.

• Engage stakeholders

Consult with department heads, legal teams, and employee representatives to ensure the policy is comprehensive and addresses specific organizational needs.

• Draft the policy 

Begin by defining the scope. For example, “This policy applies to all employees, contractors, and job applicants of [Company Name].”

• Detail reporting mechanisms

Clearly outline how employees can report potential violations. For instance, “Employees can report concerns to the EEO-AAP coordinator or any officer of the company.”

• Incorporate monitoring procedures

Describe how the company will regularly review its employment practices to ensure compliance. For example, “Annual reviews will be conducted to assess hiring and promotion trends.”

• Seek feedback

Circulate the draft among a select group, including legal experts, for feedback to ensure clarity and compliance.

• Finalize and communicate

After incorporating feedback, finalize the policy and disseminate it widely, including training sessions, company publications, and the company’s website.

Corporate Affirmative Action Policy Template

[Organization Name]

Corporate Affirmative Action Policy

1. Purpose & Brief

This policy underscores [Organization Name]’s commitment to fostering a diverse and inclusive workplace, ensuring equal employment opportunities for all.

2. Scope

This policy applies to all employees, contractors, and job applicants of [Organization Name].

3. Equal Employment Opportunity Statement

[Organization Name] is dedicated to ensuring that all employment decisions are made without regard to race, color, religion, gender, national origin, age, disability, or any other protected characteristic.

4. Reporting violations

Employees can report potential violations to the EEO-AAP coordinator or any officer of the company. All reports will be treated with confidentiality and promptly investigated.

5. Review and monitoring

[Organization Name] will conduct annual reviews of its employment practices to ensure compliance with this policy and the principles of affirmative action.

6. Commitment

[Organization Name] is committed to creating a workplace where every individual is valued, and their unique contributions are recognized and nurtured.

Signature:

[Employee Name] ________________________ Date: ____________

This is a simple policy template. For a more detailed approach you can visit US Department of Labor here.

Disclaimer: This policy template is meant to provide general guidelines and should be used as a reference. It may not take into account all relevant local, state or federal laws and is not a legal document. Neither the author nor Workable will assume any legal liability that may arise from the use of this policy.

The post Corporate affirmative action policy template appeared first on Recruiting Resources: How to Recruit and Hire Better.

How to invite a candidate to a Skype interview

• If this is your first communication with the candidate after they applied to work at your company, remind them about the position you’re interviewing for and briefly explain that a Skype call is part of your hiring process.
• If you have already informed the candidate about the interview, you can coordinate via email to arrange the details (e.g. date and time of the interview, Skype account information.) To avoid confusion, make sure to point out correct time zones, if you and your candidates are in different locations.
• Once the candidate has confirmed they’re interested and available for the Skype call, provide them with relevant information, including the name(s) of the interviewer(s) and the estimated duration.

You can customize this Skype interview email template to strike a more casual or formal tone, depending on your company culture.

Looking to save time with the interview process? Sign up for our 15-day free trial of Workable’s end-to-end recruiting software and start hiring better people, faster.

Skype interview invitation email template

Email subject line

Invitation to Skype interview – [Company_name] / Skype interview with [Company_name] for the [Job_title] position

Email body

Hi [Candidate_Name] / Dear [Candidate_Name],

Thank you for applying to [Company_name].

My name is [Your_Name] and I’m a [recruiter/the hiring manager] at [Company_name.] I would like to schedule a Skype call with you to discuss your application for the [Job_title] role.

I’d like to tell you more about [Company_name] and get to know you a bit better.

Skype interviews are a part of the initial stages of our hiring process. Would you be available for a short introductory Skype call [give a specific timeframe – like, early next week?]

Please note that in order to conduct this video call, I will need your Skype account details before the interview date.

Looking forward to hearing from you,

Email sign off

All the best / Kind regards,

[Your name]
[Signature]

More resources:

• Scheduling an interview email

The post Skype interview invitation email appeared first on Recruiting Resources: How to Recruit and Hire Better.

Your message should prepare your candidate for their interview. Don’t forget to clearly state that you’re sending a second interview invitation in your email’s subject line. Briefly explain what the purpose of the second interview is (e.g. to review an assignment, complete a test or meet the CEO/hiring manager) and approximately how long the interview will take. Remind your candidates if they need to bring something with them (like their ID or portfolio).

Is the second round your final interview? See our final round interview questions for more options.

Looking to save time with the interview process? Sign up for our 15-day free trial of Workable’s end-to-end recruiting software and start hiring better people, faster.

Invitation to a second interview email template

Subject line

Invitation to second interview at [Company_name] / Invitation to second interview with [Company_name] for the [Job_title] position

Email body

Hi [Candidate_Name] / Dear [Candidate_Name],

Thank you for taking the time to talk to us about the [Job_role] position. We enjoyed getting to know you and we’d like to invite you for a second interview at our office.

Your interview will be with [Interviewer_name and Interviewer_position] and will last approximately [X] minutes. [if applicable: mention what the purpose of the interview is, e.g. to complete a test or discuss a given assignment.]

Would you be available on [date and time/ range of dates/times]? Please let me know if another date or time would work best for you.

Looking forward to meeting you again,

Email sign off

All the best / Kind regards,

[Your name]
[Signature]

What should be included in a second interview email?

A second interview email is a pivotal communication in the hiring process. It signifies the candidate’s progression to a more advanced stage, often indicating a heightened interest in their potential fit for the role. As such, the email should be crafted with clarity, enthusiasm, and respect for the candidate’s continued interest and commitment.

The email should commence with a personalized greeting, addressing the candidate by name, which fosters a direct and respectful tone. The opening lines should convey the company’s appreciation for the candidate’s time and effort during the initial interview, and express excitement about the prospect of further discussions. This acknowledgment serves to reinforce the candidate’s value and the seriousness with which the company views their application.

The main body of the email should delve into the specifics of the second interview. Clearly outline the date, time, and location of the meeting. If the interview is virtual, provide all necessary links, software requirements, and access codes.

Given that second interviews often involve meeting with senior personnel or multiple team members, it’s essential to mention who the candidate will be speaking with, along with their respective roles or titles. This not only helps the candidate prepare but also gives them an understanding of the interview’s significance.

Beyond logistics, offer a brief overview of the interview’s structure and objectives. The second interview often delves deeper into specific skills, cultural fit, or may involve practical tests and assessments. Giving the candidate a heads-up on what to expect can help them prepare more effectively and approach the interview with confidence.

Towards the conclusion of the email, reiterate the company’s enthusiasm about the potential fit and encourage the candidate to reach out with any questions or concerns. This open line of communication ensures that the candidate feels supported and valued throughout the process.

• This second interview confirmation email template can help you finalize interviews with job candidates.
• Read about smart interview techniques to hire the right people
• Learn how Workable’s recruiting software can help improve your interview process
• More email templates: 12 time-saving email templates for recruiters

The post Second interview invitation email appeared first on Recruiting Resources: How to Recruit and Hire Better.

If you’re rejecting applicants you haven’t interviewed, it’s best to keep your email simple and brief. Thank them for considering your company and prompt them to apply again in the future, if you think they might qualify for another job opening. Keep your tone professional yet polite, so that you turn down candidates without burning bridges.

Job application rejection email template

Email Subject Line

Your application to [Company_name] / Application for the [Job_title] position

Email body

Dear [Candidate_name],

Thank you for taking the time to consider [Company_name]. Our hiring team reviewed your application and we’d like to inform you that we are not able to advance you to the next round for the [Job_title] position at this time [it’s best to explain why, e.g. as we are looking with someone more experience in X.]

We encourage you to apply again in the future, if you find an open role at our company that suits you.

Thank you again for applying to [Company_name] and we wish you all the best in your job search.

Email sign off

Regards,

[Your name]
[Your email signature]

What should be included in a job application rejection email?

A job application rejection email serves as a pivotal aspect of a company’s recruitment strategy, ensuring candidates, irrespective of the outcome, are handled with dignity and professionalism. It’s essential to initiate the correspondence by personally addressing the applicant by their name, illustrating that the message isn’t a mere generic auto-response. Expressing gratitude for their interest and the time they’ve invested in the application process is paramount.

Following this appreciation, the email should straightforwardly convey the decision, sidestepping intricate or euphemistic terms. While being transparent is fundamental, the delivery of the rejection should be done with tact and sensitivity.

Some organizations opt to provide concise feedback or the reason for rejection, particularly for those candidates who advanced to the latter stages of the interview process. If chosen to be included, this feedback should be both constructive and tenderly framed, aiming to assist rather than dishearten the applicant.

Regardless of the current outcome, it’s beneficial to mention the possibility of future opportunities. This approach not only provides a semblance of hope but also preserves a potentially fruitful relationship between the candidate and the company.

More resources:

• Late-stage candidate rejection email template
• Post-interview rejection letter sample
• Why employers should always send rejection letters to job candidates

The post Job application rejection email template appeared first on Recruiting Resources: How to Recruit and Hire Better.

• Confirm interviews after a verbal agreement with candidates.
• Set the exact date and time of the interview, after checking candidates’ availability.
• Remind candidates of the date and time of the interview, particularly if they’ve booked the appointment a while ago.
• Ensure they have candidates’ correct contact details.

When writing this email, make sure your subject line is clear, otherwise candidates may not open your message. Also, keep your email brief and highlight the time and date you have scheduled. Make sure you use the correct time zones.

You can customize this phone interview confirmation email template to strike a more casual or formal tone, depending on your company culture. You could also refer to our phone interview questions to prepare yourself for phone screening calls with candidates.

Looking to save time with the interview process? Sign up for our 15-day free trial of Workable’s end-to-end recruiting software and start hiring better people, faster.

Phone interview confirmation email template

Email subject line

Confirmation for phone interview – [Company_name] / Phone interview with [Company_name] for the [Job_title] position

Email body

Hi [Candidate_Name] / Dear [Candidate_Name],

I would like to confirm your phone interview for the [Job_title] position. Below are the details of this call:

When: [date and time, e.g. Thursday, May 25, at 11 a.m] – the estimated duration is [e.g. 30] minutes
Where: Phone interview – I will call you at [e.g. 1-222-444-5555]
Who: [name and job title of the interviewer]

Please let me know if the phone number listed above is incorrect. Also, If you have any questions, feel free to contact me via email or at [e.g. 1-444-555-2222].

I look forward to talking with you and discussing this job opportunity at [Company_name].

Email sign off

All the best / Kind regards,

[Your name]
[Signature]

What should be included in a phone interview confirmation email?

A phone interview confirmation email is a crucial step in the hiring process, ensuring that both the interviewer and the candidate are aligned and prepared for the upcoming conversation. This email serves as a formal acknowledgment of the scheduled interview, providing all necessary details while also setting the tone for the upcoming interaction.

The email should begin with a personalized greeting, addressing the candidate by their full name, which establishes a direct and respectful connection. Following this, it’s essential to express appreciation for the candidate’s interest in the role and their availability for the phone interview. This initial acknowledgment serves to set a positive and anticipatory tone for the conversation.

The core of the email should provide the specifics of the phone interview. Clearly state the date and time of the scheduled call, ensuring there’s no room for ambiguity. It’s also beneficial to mention the expected duration of the interview, so the candidate can plan their day accordingly.

Given the nature of phone interviews, it’s crucial to specify who will initiate the call. If the interviewer will be calling the candidate, ensure you have the correct contact number. Conversely, if the candidate is expected to make the call, provide them with the necessary phone number and any other relevant details.

Beyond the logistical aspects, it’s a good practice to give a brief overview of what the candidate can expect during the interview. This could include the main topics of discussion, any specific areas of focus, or the names and roles of any other participants in the call. Such insights can help the candidate prepare more effectively and reduce potential anxiety.

Towards the end of the email, encourage the candidate to reach out if they have any questions or if they need further clarification on any aspect of the phone interview. This open invitation for dialogue ensures that any potential issues or misunderstandings are addressed promptly.

• This second interview confirmation email template can help you finalize interviews with job candidates.

The post Phone interview confirmation email appeared first on Recruiting Resources: How to Recruit and Hire Better.

• If this is the first time you communicate with the candidate after they applied to work at your company, mention the position you’re interviewing for and briefly explain that this video call is part of your hiring process.
• If you have already informed the candidate about the video interview, you can coordinate via email to arrange the details. Set the date and time, inform about the estimated duration of the interview and explain how you will call them (e.g. exchange Skype accounts or provide candidates with a link to follow to log into the interview.)

To avoid confusion when you’re scheduling your video interviews, remember to point out correct time zones, if you and your candidates are in different locations.

You can customize this video interview email template to strike a more casual or formal tone, depending on your company culture.

If you are conducting phone interviews with candidates, check our Phone interview invitation email template and Phone screening interview questions. You can confirm the interview using our phone interview confirmation template.

Looking to save time with the interview process? Sign up for our 15-day free trial of Workable’s end-to-end recruiting software and start hiring better people, faster.

Video interview invitation email template

Email subject line

Invitation to video interview – [Company_name] / Video interview with [Company_name] for the [Job_title] position

Email body

Hi [Candidate_Name] / Dear [Candidate_Name],

Thank you for applying to [Company_name].

My name is [Your_Name] and I’m a [recruiter/the hiring manager] at [Company_name.] I would like to schedule a video call with you to discuss about your application for the [Job_title] role.

I’d like to tell you more about [Company_name] and get to know you a bit better.

Would you be available for a short introductory video call [give a specific timeframe – like, early next week?]

Please note that [in order to conduct this video call, I will need your Skype/Hangouts account details before the interview date / once we agree on the date and time of the interview, I will send you a link so that you can join the call from your computer.]

Email sign off

Looking forward to hearing from you,

All the best / Kind regards,

[Your name]
[Signature]

More resources:

• Scheduling an interview email

The post Video interview invitation email appeared first on Recruiting Resources: How to Recruit and Hire Better.

Touch base with candidates to let them know:

• When you’ve received their application/assignment and are reviewing it
• When you and your hiring manager are moving onto the next hiring stage
• If there’s a delay in the hiring process

Emails keeping candidates warm should be brief and prompt candidates to follow up with any questions they may have.

You can customize this sample email for different hiring stages and take on a more casual or formal tone, depending on your company culture.

Keeping candidates warm email template

Subject line

Update on the [Job_title] position/ Your application at [Company_name] for the [Job_title] position

Email body

Hi [Candidate_Name] / Dear [Candidate_Name],

I hope all is well with you. I wanted to check in and update you about the status of your application for the [Job_title] position.

[Hiring manager_Name/Our hiring manager] is currently reviewing all [assignments/applications] and we’re expecting to schedule on-site interviews by the end of the next week. I will contact you again as soon as I have any news.

In the meantime, please feel free to reach me via email or at [e.g. 1-444-555-2222], if you have any questions.

Email sign off

All the best / Kind regards,

[Your name]
[Signature]

What should be included in an email intended to keep candidates warm?

Keeping candidates warm through email communication is essential in maintaining their interest and enthusiasm for a role, especially when the hiring process experiences delays or extended periods of silence. Such emails serve as a bridge of engagement, ensuring candidates feel valued and informed, even if a final decision hasn’t been reached.

The email should start with a personalized greeting, addressing the candidate by name. This establishes a direct and respectful tone, emphasizing the individual nature of the communication.

Following this, it’s beneficial to express gratitude for the candidate’s patience and continued interest in the role. Recognizing their time and effort in the application and interview process underscores the company’s appreciation and respect for their potential contribution.

The main body of the email should provide an update on the hiring process. Even if there aren’t significant developments, sharing general progress or explaining any delays can be valuable. For instance, mentioning that the company is in the final stages of interviews or that there are internal deliberations underway gives the candidate a sense of where they stand.

If there are known delays, such as key decision-makers being away or unexpected company events, it’s honest and transparent to communicate this.

In addition to process updates, it’s a good practice to keep candidates engaged with company news or developments. Sharing recent achievements, product launches, or even industry news where the company was featured can foster a sense of inclusion.

It subtly integrates the candidate into the company’s narrative, making them feel a part of the organization even before a formal offer is made.

Encouraging open communication is also crucial. Inviting candidates to ask questions or share any concerns they might have ensures they feel heard and supported. It also provides an opportunity for HR or hiring managers to address any potential reservations the candidate might develop during the waiting period.

The post Keeping candidates warm email appeared first on Recruiting Resources: How to Recruit and Hire Better.

• Job title
• Department (optionally, mention manager’s name)
• Location (if applicable)
• Key responsibilities
• Requirements
• Application process and deadline

Clarify whether you plan to or have already made this job opening available to external applicants. If you’ve published the position (either to a job board or to your company’s intranet) add a link to the full job description.

You could also attach your company’s internal job posting policy or prompt employees to refer to it for more details about your application process.

Note that it might be best to send this internal job posting email only to eligible employees (e.g. those who have the desired skills or don’t need to relocate.)

Internal job posting email template

Email subject line

Internal job opening: [Job_title] / Looking for a new [Job_title]

Email body

Hi all,

As you may already know, there’s a vacancy for a [Job_title] in our [Department, e.g. Marketing Department.] Although we plan to publish this job opening to external channels, we strongly encourage any current employee who is interested in the role to apply.

Our new [Job_title] will work on the [e.g. Product Marketing] team and be responsible for [mention two or three main duties.]

To be considered for this role, you [mention must-have and nice-to-have requirements, e.g. should have experience monitoring and deploying software using Python or Ruby and be interested in learning more about virtualization and automation scripts.]

Click here [insert link to job ad] for a full job description.

To apply for this role, reply to this email by [date] with your resume and explain why you’re interested in this position.

Feel free to contact our HR team [include contact details] or refer to our company’s internal job posting policy [insert link or mention that you’ve attached the relevant file] if you have any questions about the position or the process.

Email sign off

Best regards,

[Your name]
[Your email signature]

The post Internal job posting email appeared first on Recruiting Resources: How to Recruit and Hire Better.

Note that it’s best to call, instead of email, candidates if you have to reschedule right before your appointment, so that you make sure they learn about the change promptly. Prompt communication also improves your candidate experience.

Reschedule interview email template

Email subject line

Interview with [Company_name]: New date / Rescheduling interview for the [Job_title] position

Email body

Hi [Candidate_Name] / Dear [Candidate_Name],

I’d like to inform you that, unfortunately, we need to reschedule our interview for the [Job_title] position that we had arranged for [date and time.]

[Briefly mention why you’re rescheduling, e.g. Due to unexpected family obligations, our hiring manager [Hiring manager’s name] won’t be available at that day.]

Could we reschedule for [new date and time]? Let me know if that works for you or if you would prefer another date or time this week.

Email sign off

Please accept my sincerest apologies for any inconvenience.

[Your name]
[Signature]

What should be included in a reschedule interview email?

Rescheduling an interview is a delicate matter, and the communication should be approached with professionalism, clarity, and respect for the candidate’s time and effort. The email’s primary goal is to convey the need for rescheduling while ensuring the candidate remains interested and feels valued.

The email should commence with a personalized greeting, addressing the candidate by their name, which fosters a sense of direct communication and respect. Following this, it’s essential to promptly inform the candidate of the need to reschedule the interview.

Transparency is paramount in this situation. While there’s no need to delve into exhaustive details, providing a concise reason for the change, whether it’s due to unforeseen internal meetings, interviewer unavailability, or other logistical challenges, helps the candidate understand and potentially empathize with the situation.

An immediate apology for any inconvenience caused is crucial. Recognizing that candidates might have adjusted their schedules or made specific preparations for the interview demonstrates the employer’s acknowledgment of their commitment and effort.

The next step is to propose alternative dates and times for the rescheduled interview. Offering multiple options, if possible, gives the candidate some flexibility and control over the new timing. If the new dates aren’t immediately available, it’s essential to assure the candidate that they will be informed as soon as a suitable time is determined.

It’s also beneficial to reiterate the company’s interest in the candidate. A simple statement expressing eagerness to meet and discuss the role can go a long way in ensuring the candidate remains enthusiastic about the opportunity, despite the rescheduling.

Lastly, the email should provide an avenue for the candidate to respond, ask questions, or share any concerns they might have regarding the new schedule. This open invitation for dialogue ensures that any potential issues or conflicts are addressed promptly.

The post Reschedule interview with candidates email appeared first on Recruiting Resources: How to Recruit and Hire Better.

• The exact day and time of the interview, particularly if it was scheduled more than a few weeks earlier
• To bring their ID or other documents (e.g. portfolio or assessment) to the interview
• Your office’s location along with directions on how to get there
• Credentials or login details if you’re interviewing via a video platform

Sending this reminder email before interviews can help improve candidate experience. For example, candidates will appreciate that you went the extra mile to contact them and give them all the information they’ll need to come prepared at their interview.

You can also avoid potential misunderstandings that might delay the hiring process and frustrate candidates. For example, when candidates who are about to enter a video interview don’t have the login info at hand, they could be late to the call or even get flustered – never a good thing especially for a coveted candidate.

Keep this email brief and make it clear from the subject line that it’s a reminder for your upcoming interview. If you’re contacting candidates to schedule interviews, check our interview confirmation email template.

Interview reminder email template: Example 1 (in-person interview)

Email subject line

Reminder for interview with [Company_name] / [Tomorrow’s] interview for the [Job_title] position

Email body

Hi [Candidate_Name] / Dear [Candidate_Name],

We’re looking forward to meeting you [tomorrow] – as we agreed, [the recruiter/ hiring manager’ name] will welcome you at [time] in our offices.

[Please make sure to bring your ID with you, as the security guard will ask for it upon your entry. Here’s a link with directions to our offices. Feel free to call me at 1-444-555-2222 if you need further information.]

Email sign off

Thanks,

[Your name]
[Email signature]

Interview reminder email template: Example 2 (video interview)

Email subject line

Reminder for interview with [Company_name] / [Tomorrow’s] video interview for the [Job_title] position

Email body

Hi [Candidate_Name] / Dear [Candidate_Name],

We’re looking forward to speaking with you tomorrow – as we agreed, [the recruiter/ hiring manager’ name] will meet you over our video platform [name of vendor].

[To log in to the call, click on this link and then use the following details:
Username: JobTitle_Company
Password: 123456

If possible, connect a couple minutes earlier to make sure your camera and microphone are working properly. If you experience any technical issues, feel free to contact me via email or call me at 1-444-555-2222.]

Email sign off

Thanks,

[Your name]
[Email signature]

The post Interview reminder email template appeared first on Recruiting Resources: How to Recruit and Hire Better.

Keep candidates warm if you plan to reschedule your interview. If possible, schedule a new appointment, or tell candidates when they should expect to hear back from you. However, if you know that the position won’t be open again (e.g. your company’s staffing plans changed or you decided to fill the position internally) it’s best to be honest to avoid raising false hopes.

Interview cancellation from employer email template

Email subject line

Cancelling interview for the [Job_title] position

Email body

Hi [Candidate_Name] / Dear [Candidate_Name],

I’d like to inform you that, unfortunately, we need to cancel our interview for the [Job_title] position that we had arranged for [date and time.]

[Briefly mention why you’re cancelling and when/whether you are going to reach out again, e.g. Our hiring plans have changed and we decided to put this position on hold for at least three months, so we won’t be conducting any interviews at this time. However, as we were very impressed with your qualifications, we’d like to reach out again once the role is open and schedule a new appointment, if you’re still available to meet. In the meantime, I’ll keep you posted on any updates about this or similar roles.]

Email sign off

Thank you, again, for taking the time to apply at [Company_name] and please accept my sincerest apologies for any inconvenience.

Regards,

[Your name]
[Signature]

What should be included in an interview cancellation email?

An interview cancellation email from an employer is a sensitive piece of communication that requires tact and clarity. It’s essential to convey the message with professionalism while ensuring the candidate feels respected and valued, even if the interview isn’t proceeding as initially planned.

The email should begin with a courteous greeting, addressing the candidate by their name to establish a direct and personal connection. Following this, it’s crucial to get straight to the point, informing the candidate of the interview’s cancellation. Transparency is key here.

While you don’t need to go into exhaustive detail, providing a brief reason for the cancellation, whether it’s due to internal changes, a sudden emergency, or a shift in hiring needs, can help the candidate understand the situation better.

Apologizing for the inconvenience is a must. Candidates often rearrange their schedules, prepare extensively, or even decline other opportunities in anticipation of an interview. Acknowledging the effort and time they’ve invested demonstrates empathy and respect on the employer’s part.

If the company intends to reschedule the interview, this should be clearly communicated. Offering potential alternative dates or stating that a representative will be in touch soon to arrange a new time can provide some reassurance to the candidate. However, if the role has been filled or the hiring process has been halted indefinitely, it’s essential to convey this as well, ensuring the candidate isn’t left in limbo.

The email should also provide the candidate with an opportunity to respond or ask questions. Encouraging open communication can help alleviate any potential disappointment or confusion on the candidate’s part.

• More resources:
  • Keeping candidates warm email template
  • How to reject candidates without burning bridges
  • Scheduling an interview email

The post Interview cancellation email from employer appeared first on Recruiting Resources: How to Recruit and Hire Better.

If you want referrals for one specific role, customize this “Refer a friend for a job” email template to include job requirements. Or, use our employee referral program sample email.

Sourcing candidates? People Search from Workable is the fastest, most effective way to find email addresses, resumes, social and professional profiles.

Refer a friend email template:

Email subject line

We’re hiring! / Refer a friend to work with us!

Email body

Hi all,

As you know, here at [Company_name], we are always looking to grow our teams with talented people, just like you.

If you know someone who you think would be a good fit here, let us know. To make this process easier for all, please refer your friend by answering the following questions:

• What’s the name of the person you want to refer and how do you know them? (e.g. “X is a former colleague from Y company”)
• For what role(s) will this person be suitable for? (e.g. Account Manager in the Sales department)
• What’s their main area of expertise and their most significant skills? (e.g. “solid knowledge of X HRIS system and experience managing payroll for large companies”)
• If you’ve previously worked together, mention one or two things that make your friend a good coworker. (e.g. “always meets deadlines”, “gives memorable presentations” or “is willing to help fellow team members”)
• Why do you think this person would be a good fit for our company? (e.g. “has a broad network and can help us expand our customer base,” “is very creative and passionate about web design and can contribute with new ideas” or “works well under pressure and will help our team stay organized.”)

Please attach your friend’s contact details and resume to the email and leave next steps to us.

[It’s best to mention whether you offer an employee referral bonus program, e.g. “Keep in mind that if we end up hiring the friend you’ll refer to us, you’ll be eligible for one additional PTO day as a bonus.”]

Don’t forget to regularly check our careers page [add link] for new openings.

Email sign off

If you have any questions, feel free to contact [add appropriate person’s name and contact details, e.g. recruiter’s name with a link to their email].

Thank you!

[Your name]
[Signature]

What should be included in an email intended to ask for employee referrals?

When crafting an email to encourage employee referrals, it’s paramount to emphasize the mutual benefits of the referral process. The email should highlight the company’s trust in its employees’ judgment, recognizing that they are well-positioned to identify individuals who would be a good fit for the organization.

This not only taps into the vast networks employees have but also makes them feel valued and trusted.

The email should provide clarity on the roles or positions the company is looking to fill. By offering a brief overview of the job requirements and the desired qualifications, employees can make informed decisions about who in their network might be suitable.

It’s also beneficial to touch upon the company’s values and culture, ensuring that potential referrals align not just in skill but also in ethos.

Incentivizing the referral process can significantly boost participation. Details about any rewards or recognition, such as bonuses or other perks for successful referrals, should be clearly communicated. This serves as motivation and shows employees that their efforts in aiding the company’s growth are tangibly appreciated.

Open lines of communication are crucial. Employees should feel comfortable approaching HR or the concerned department with questions about the referral process, the roles in question, or the status of their referred candidates. Providing a point of contact or specifying a method for submitting referrals ensures a smooth and efficient process.

Lastly, expressing gratitude is key. The email should convey genuine appreciation for employees’ contributions to the company’s growth, reinforcing the idea that every employee plays a role in shaping the organization’s future.

The post Refer a friend for a job email appeared first on Recruiting Resources: How to Recruit and Hire Better.

Your subject line should clearly communicate that you’re sending an interview invitation to encourage your candidates to open your email as soon as possible. Your message should detail all the necessary information to set up the interview, including: the name of the position you’re interviewing for (if your candidate is applying to lots of jobs, they mightn’t be keeping track of different job titles), when you would like the interview to take place (you may want to offer 2 or 3 scheduling options or state that you’re flexible), where it will be (include your office address) and who will interview the candidate. Let your candidates know if they need to bring anything with them (like an ID or resume.) It’s also nice to let them know approximately how long you expect their interview to last, and any other details about your structured interview process.

Looking to save time with the interview process? Sign up for our 15-day free trial of Workable’s end-to-end recruiting software and start hiring better people, faster.

Email template for scheduling an interview

Subject line

Invitation to interview – [Company_name] / Interview with [Company_name] for the [Job_title] position

Email body

Hi [Candidate_Name] / Dear [Candidate_Name],

Thank you for applying to [Company_name].

Your application for the [Job_title] position stood out to us and we would like to invite you for an interview at our office[s] to get to know you a bit better.

You will meet with the [Department_name] department manager [optional – Manager_name]. The interview will last about [X] minutes and you’ll have the chance to discuss the [Job_title] position and learn more about our company. [If applicable: Insert information about what the candidate might need to bring with them e.g. ID to pass from the security/reception, resume or portfolio.]

Would you be available on [date and time – or, range of dates/times]?

Sign off

Looking forward to hearing from you,

All the best / Kind regards,

[Your name]
[Signature]

What should be included in an email intended to schedule an interview?

Scheduling an interview is a pivotal step in the hiring process, and the email sent to candidates for this purpose should be crafted with clarity, respect, and anticipation.

The email should open with a warm and personalized greeting, addressing the candidate by their name, which immediately establishes a direct and friendly tone. Following this, it’s essential to express the company’s interest in the candidate, based on their application or any prior interactions. This affirmation serves to set a positive tone and reiterates the candidate’s potential value to the organization.

The main content of the email should then delve into the specifics of the proposed interview. Clearly state the date and time you’re suggesting for the interview, ensuring there’s a note indicating flexibility to accommodate the candidate’s availability. If multiple slots are available, it’s helpful to provide a range, allowing the candidate to choose a time that best suits them.

The location of the interview is another crucial detail. If it’s an in-person meeting, provide the exact address, and if possible, any helpful directions or landmarks. For virtual interviews, it’s imperative to include details about the platform being used, any necessary login credentials, and perhaps a backup method of communication in case of unforeseen technical issues.

Beyond the logistical details, candidates often appreciate a brief overview of what to expect during the interview. This could encompass the estimated duration, the names or roles of the interviewers, or a general idea of the topics or tasks that might be covered. Such insights can help the candidate prepare more effectively and reduce any potential anxiety.

Towards the end of the email, it’s beneficial to encourage the candidate to confirm their availability for the proposed slot or suggest alternative timings if necessary. This call to action ensures a prompt response and aids in finalizing the interview schedule.

More resources:

• Read our comprehensive Guide to establishing a structured interview process.
• Learn how Workable can help with interview scheduling and preparation
• Sample interview questions:
  • Communication skill interview questions
  • Personality interview questions
  • Second-round interview questions
• Find a sample email to use for interview follow up
• Schedule a phone interview email sample
• Reschedule interview email
• Cancel interview email sample

The post Scheduling an interview email appeared first on Recruiting Resources: How to Recruit and Hire Better.

These emails also help you begin building relationships with candidates for future job openings. They’re useful for:

• Agency recruiters who want to build a network with candidates.
• In-house recruiters who want to inform candidates about job opportunities at their company.

Since this is your first contact, keep your email brief and clear. Mention:

• Who you are (name, role and company)
• How you found their contact details
• Why you decided to get in touch
• What the position is
• What your next steps will be (e.g. connect on LinkedIn or schedule a call)

Make sure your email signature contains your contact details, including email, phone, company website and social media accounts. Also, adjust the tone and language to align with your company culture.

To source EU candidates, you need to collect their data and craft your sourcing emails in accordance with the General Data Protection Regulation (GDPR). Learn more about how to be compliant with GDPR in our guide.

Recruiter introduction to candidates email template

Subject line

[Company_name] is looking for a [Job_title] / Interested in joining our team at [Company_name]? / Looking for great [Job_title] / Invitation to connect

Email body

Hi [Candidate_Name],

I am [your name] and I work as a [your job_title] at [Company_name]. I saw your profile on [e.g. LinkedIn or GitHub] and I was really impressed by your experience in [add specific field or an achievement that caught your eye].

Here at [Company_name], we are always looking to [e.g. grow or teams with talented people and achieve great things together / collaborate with talented people who’d like to work with one of our clients, like X, Y, Z companies.]

[If you’re hiring for a specific role, it’s best to include specific information about the position, e.g. We are currently looking for a [job_title – add link to the job description] to join our team/ work with one of our clients. I’d love to tell you a little more about this position and learn a few things about you, as well.]

I’d like to talk to you so I can get to know you better and introduce our company to you.
Are you available [Include date and time or a period of time, e.g. ‘sometime this week’]? If so, I’d be happy to set up a call. I’m also happy to coordinate via email or LinkedIn, if you prefer.

Email sign off

I hope you have a great day.

Sincerely,

[Your name]
[Signature]

The post Recruiter introduction to candidates email appeared first on Recruiting Resources: How to Recruit and Hire Better.

Recruiters could choose to send interview feedback to candidates who reached the final stages of the hiring process. It’s a good idea to send feedback to inexperienced entry-level candidates, to encourage them to apply to future roles.

When you write an interview feedback email to candidates:

• Give honest and specific feedback. Candidates don’t want vague responses, they want to hear why they didn’t qualify for the job.
• Avoid legal issues. Refrain from discriminatory comments (e.g. “We’re looking for a younger individual to fill this role.”) Stick to job-related arguments (e.g. “While we are impressed by your educational experience, we are looking for someone with demonstrable X skills to fill this role.”)
• Be genuine. Prompt candidates to apply in the future, only if you think they are qualified. Otherwise, a simple “Best of luck with your job search” will leave a good impression.

Customize this interview feedback to candidates email template to provide details about why you rejected them. You can also adopt a more casual or formal tone, depending on your company culture.

Interview feedback to candidates email template

Subject Line

Your application to [Company_name] for the [Job_title] position

Email body

Dear [Candidate_Name],

Thank you for taking the time to apply to [Company_name]. We wanted to let you know that we have chosen to move forward with a different candidate for the [Job_title] position.

Although our team was impressed with your [e.g. performance on the assignment / in-person communication / experience in X tool], we are looking for someone who [e.g. has more experience in Y / can take full responsibility for our sales goals / has native-level speaking abilities in Spanish.]

Now that we have had the chance to learn more about you, we will keep your resume on file for future openings that suit your qualifications. If you think you qualify for an open position in the future, and you would like to apply, please feel free to reach out.

Email sign off

Thanks again for your interest in [Company_name] and best of luck with your job search.

Kind regards,

[Your name]
[Signature]

What should be included in an interview feedback to candidates email?

Providing feedback after an interview is not just a procedural step but a reflection of a company’s professionalism and respect towards its candidates. The email should begin with a personalized greeting, addressing the candidate directly, followed by expressing gratitude for their time and interest in the position.

It’s essential to highlight the candidate’s strengths observed during the interview, offering a balanced perspective before delving into areas that might need improvement. Constructive and specific feedback allows the candidate to genuinely understand and learn from the observations.

If the candidate hasn’t been selected, this decision should be conveyed with compassion and clarity, emphasizing the role’s specific requirements rather than questioning their overall capabilities. Concluding on a positive note, expressing optimism about their future endeavors, ensures the candidate retains a favorable impression of the company, regardless of the outcome.

The post Interview feedback to candidates email appeared first on Recruiting Resources: How to Recruit and Hire Better.

Send an initial email to inform candidates you’d like to interview them. Settle the details with a second email (once they’ve confirmed they’re still interested in the position.) To avoid confusion, once candidates agree to an interview, send a confirmation email summarizing interview details.

Whatever your approach, customize this template with times and days that work for you. Also, make sure that your subject line clearly states that this email is a first or second interview invitation.

Looking to save time with the interview process? Sign up for our 15-day free trial of Workable’s end-to-end recruiting software and start hiring better people, faster.

Interview availability email template

Subject line

Invitation to interview – [Company_name] / Interview with [Company_name] for the [Job_title] position

Email body

Hi [Candidate_Name] / Dear [Candidate_Name],

Thank you for applying to [Company_name].

Your application for the [Job_title] position stood out to us and we would like to invite you for an interview [at our offices / via phone / via Skype] to discuss the role and get to know you a bit better.

You will meet with [Department_name] department manager [Manager_name]. The interview will last about [X] minutes and you’ll have the chance to discuss the [Job_title] position and learn more about our company. [If applicable, let candidates know what they might need to bring to the interview, like an ID to get past security/reception, a resume or a portfolio.]

Please let me know which of the following options you prefer. I will send you a calendar invitation once I receive your reply.

[Monday 6/1, 3 p.m.]
[Tuesday 6/2, 11 a.m.]
[Tuesday 6/2, 2 p.m.]

If none of these time slots work for you, please let me know of your availability next week, so we can find a convenient time.

Sign off

Looking forward to hearing from you,

All the best / Kind regards,

[Your name]
[Signature]

What should be included in an availability email?

An interview availability email is a crucial piece of communication in the hiring process. It bridges the gap between the employer’s interest in a candidate and the actual face-to-face interaction. Crafting this email with clarity and professionalism ensures a smooth scheduling process and sets the stage for a positive interview experience.

The email should begin with a brief introduction, reiterating the company’s interest in the candidate based on their application or previous interactions. This serves to reaffirm the candidate’s potential value to the organization and sets a positive tone for the upcoming discussions.

It’s also beneficial to provide a concise overview or reminder of the position they’ve applied for, ensuring both parties are aligned from the outset.

Following the introduction, the main content of the email should focus on the logistics of the interview. Clearly state the proposed dates and times for the interview, ensuring there’s flexibility to accommodate the candidate’s schedule. If multiple slots are available, it’s helpful to provide a range, allowing the candidate to choose a time that best suits them.

The mode of the interview is another essential detail. Whether it’s an in-person meeting, a video call, or a phone interview, specifying this ensures the candidate is adequately prepared. For in-person interviews, providing the exact location, any relevant directions, or parking information can be invaluable.

For virtual interviews, including details about the platform being used, any necessary login credentials, and a backup contact method in case of technical difficulties can streamline the process.

In addition to the logistical details, it’s a thoughtful touch to give the candidate an idea of what to expect during the interview. This could include the estimated duration, the names or roles of the interviewers, or any specific topics or tasks that might be covered. Such insights can help the candidate prepare more effectively.

Towards the conclusion of the email, encourage the candidate to confirm their availability for the proposed slots or suggest alternative timings if necessary. This call to action ensures a prompt response and aids in finalizing the interview schedule.

Lastly, always provide a point of contact, be it an HR representative or the hiring manager, whom the candidate can reach out to with any questions or clarifications. This open line of communication fosters a sense of transparency and approachability.

In essence, an interview availability email, while primarily logistical in nature, is an opportunity for the company to showcase its organizational skills, respect for candidates, and eagerness to bring onboard the right talent.

The post Interview availability email appeared first on Recruiting Resources: How to Recruit and Hire Better.

If you’re wondering about whether you should send a rejection email, it’s important to keep in mind that ignoring a rejected candidate could negatively impact your employer brand and sabotage your company’s candidate experience. Use this rejection email sample to build and maintain a relationship with your applicants.

Explaining why you’re rejecting candidates shows candidates that you appreciate the time and effort they took to apply to your job, and won’t leave them guessing. If, for example, they were skilled but lacked experience, they might consider applying again in the future. Or, if they applied late in your application cycle, or were more suitable for another position, you could reach out to them when there’s another opening.

If your candidate was in the final stages of your hiring process, you could suggest connecting on social media (e.g. LinkedIn) to stay in touch. But, if you know that you won’t reconsider a candidate in the future – it’s best to be honest and avoid alluding to future opportunities.

Even if you’re rejecting a candidate outright, adding a short personal note (like ‘good luck with your X project’ or ‘best of luck with your future endeavours’) will increase the likelihood of leaving a good impression.

This late-stage candidate rejection email template will help you inform your candidates that they’re not moving forward to the final stage of your hiring process. You can customize your email to give your candidates some feedback and details about why you decided to reject them, especially if they went through an interview process.

For candidates rejected through your resume screening process, you should opt for a simple, short message. You could also choose between a formal or casual tone, depending on your company culture. For more inspiration, read our post-interview, applicant and candidate rejection letter samples or our job application rejection email template.

Sending rejection letters to candidates is an integral part of the hiring process. Signup for free to Workable’s all-in-one recruiting software for better candidate experience.

Candidate rejection email template

Email subject line

Your application to [Company_name]

Email body

Dear [Candidate_name],

Thank you for taking the time to consider [Company_name]. We wanted to let you know that we have chosen to move forward with a different candidate for the [Job_title] position.

[Optionally, include feedback from the hiring process for candidates who may be suitable for future openings:] Our team was impressed by your skills and accomplishments. [It’s best to include something that specifically drew your attention.] We think you could be a good fit for other future openings and will reach out again if we find a good match.

Email sign off

We wish you all the best in your job search and future professional endeavors.

Regards,

[Your name]
[Your email signature]

• More email templates: 12 time-saving email templates for recruiters

The post Candidate rejection email template appeared first on Recruiting Resources: How to Recruit and Hire Better.

Looking to save time with the interview process? Sign up for our 15-day free trial of Workable’s end-to-end recruiting software and start hiring better people, faster.

Phone interview email template

Email subject line

Invitation to phone interview – [Company_name] / Phone interview with [Company_name] for the [Job_title] position

Email body

Hi [Candidate_Name] / Dear [Candidate_Name],

Thank you for applying to [Company_name].

My name is [your name] and I’m a recruiter/the hiring manager. I would like to have a phone discussion about your application for the [Job_title] role.
I’d like to tell you more about [Company_name] and get to know you a bit better.

Would you be available for a short introductory phone call [give a specific timeframe – like, early next week]?

Email sign off

Looking forward to hearing from you,

All the best / Kind regards,

[Your name]
[Signature]

What should be included in a phone interview email?

Introduction and purpose:
Begin with a cordial greeting, specifically addressing the candidate. Introduce the reason for the email, emphasizing the position they’ve applied for. For instance: “Thank you for expressing interest in the [Job_title] role at [Company_name]. We’ve reviewed your application and would like to proceed with a phone interview to further discuss your qualifications.”

Date and time of the interview:
Clearly mention the proposed phone interview’s date and time. To offer the candidate some flexibility, consider suggesting a few different time slots. Also, provide an estimated duration so they can plan their day accordingly. For example, “We’re looking at scheduling the phone interview on [Date]. It’s expected to last about [duration]. Please let us know which time works best for you.”

Interviewer details:
Offer information about the person conducting the interview. This is valuable as it allows the candidate to familiarize themselves with the interviewer’s role or background beforehand. “The interview will be conducted by [Interviewer’s Name], our [Interviewer’s Position].”

Agenda or topics to be covered:
Provide a succinct outline of what the phone interview will encompass. While detailed specifics aren’t necessary, a general idea helps the candidate prepare effectively. “During our conversation, we’ll delve into areas like your previous work experience, certain technical competencies, and your potential fit within our organizational culture.”

Any preparations needed:
If there are any prerequisites or preparations required from the candidate’s end, mention them clearly. This could be anything from specific documents to an online pre-assessment. “Ahead of our call, kindly ensure you have [specific documents] at hand, and please complete the online assessment linked here.”

Logistics and technical details:
Highlight whether the interview will be a standard phone call or if it involves a particular software or platform. If using a digital platform, remember to include any requisite access details. “We’ll be conducting this interview via [Platform/Regular Call]. In case of any technical interruptions, here’s an alternative contact method [backup method].”

Encourage questions:
It’s essential to maintain an open communication channel. Encourage the candidate to reach out for any clarifications or queries they might have. “We appreciate your proactive involvement in this process. If any questions or concerns arise before our scheduled conversation, please feel free to contact us.”

Concluding remarks:
Conclude the email on an optimistic note, signifying enthusiasm for the forthcoming dialogue. “We’re genuinely looking forward to our conversation and hope to delve deeper into the potential of having you join our team.”

More resources:

• Here is the list with the best interview questions to ask.
• Use our phone screening interview questions to determine your strongest candidates.
• Learn how startups and growing companies can establish an effective interview process.
• Learn how Workable’s recruitment software can help with interview preparation.
• Advice on how to invite a candidate to an interview.
• Good interview questions to ask candidates in the second round

The post Phone interview invitation email appeared first on Recruiting Resources: How to Recruit and Hire Better.

In your email:

• Thank candidates for taking the time to apply for a role at your company.
• Remind them of the exact job they applied for.
• Mention the status of their application and next steps (e.g. “The hiring manager/ recruiting team is currently reviewing all applications.”)
• If possible, give candidates a timeframe of when to expect hearing back from you.

Application acknowledgement email template

Email subject line

Thank you for your application / Your application at [Company_name]

Email body

Hi [Candidate_Name] / Dear [Candidate_Name],

Thank you for applying to the [Job_title] position at [Company_name].

I’d like to inform you that we received your [application/resume/portfolio.] Our hiring team is currently reviewing all applications and we are planning to schedule interviews [mention timeframe, e.g. in the next two weeks.] If you are among qualified candidates, you will receive [e.g. a call/email] from our one of our recruiters to schedule [e.g. a phone interview.] In any case, we will keep you posted on the status of your application.

Email sign off

Thank you, again, for taking the time to apply to this role at [Company_name.]

Best regards,

[Your name]
[Signature]

What should be included in an application acknowledgement email?

Upon receiving a job application, the initial communication with the candidate sets the tone for the entire hiring process. An application acknowledgment email serves as this crucial first touchpoint. It’s essential to start the email with a warm and personalized greeting, addressing the applicant directly by their name.

This simple gesture can make the communication feel more individualized and less automated.

Expressing gratitude is the next pivotal element. Taking a moment to genuinely thank the applicant for their interest in the company and the effort they’ve put into their application can foster goodwill. This acknowledgment not only confirms the receipt of their application but also conveys appreciation for their desire to be a part of the organization.

To help manage the candidate’s expectations, it’s beneficial to provide a brief overview of the selection process. By outlining what the subsequent steps might entail, whether it’s a series of interviews, assessments, or background checks, the candidate gains a clearer understanding of what lies ahead.

Coupled with this, offering a tentative timeline can be immensely helpful. Informing candidates about when they might expect further communication or updates reduces anxiety and uncertainty, making the waiting period more bearable.

Open lines of communication are always appreciated. By providing the candidate with a point of contact, be it an HR representative or a hiring manager, you’re ensuring they have a direct avenue to address any queries or seek clarifications. This openness not only aids the candidate but also reflects positively on the company’s approachability and transparency.

In today’s digital age, data privacy is paramount. If applicable, it’s a thoughtful touch to reassure candidates that their personal and professional details will be treated with the utmost confidentiality, used solely for the purposes of the hiring process.

Concluding the email on a positive note can leave a lasting impression. A brief expression of looking forward to potentially progressing with their application, followed by a professional sign-off, rounds off the communication effectively.

If there are additional resources or materials that might benefit the candidate at this juncture, including them can be a value-added gesture, further enhancing the candidate’s perception of the company.

In essence, an application acknowledgment email, while seemingly straightforward, carries significant weight. It’s the company’s first opportunity to showcase its professionalism, respect for candidates, and its organizational culture.

The post Application acknowledgement email appeared first on Recruiting Resources: How to Recruit and Hire Better.

Email subject line

Confirmation for interview – [Company_name] / Interview with [Company_name] for the [Job_title] position

Email body

Hi [Candidate_Name] / Dear [Candidate_Name],

I would like to confirm your interview for the [Job_title] position. At this meeting, we’ll have the chance to [e.g. discuss your assignment] and get to know you a bit better. Below are the details of your interview:

When: [date and time, e.g. Thursday, May 25, at 11 a.m] – the estimated duration is [e.g. 30] minutes
Where: [full address, e.g. 33 Farnsworth Street, 4th Fl, Boston, MA 02210 – if necessary, include a link with the specific location on the map and/or directions]
Who: [name and job title of the interviewer]

Keep in mind that you’ll need your ID, as the security guard will ask for it at the front desk. If you plan to drive, there is a parking lot next to our office that you may use.

Feel free to contact me via email or at [e.g. 1-444-555-2222], if you have any questions.

Email sign off

I look forward to meeting with you and discussing this job opportunity at [Company_name].

All the best / Kind regards,

[Your name]
[Signature]

What should be included in an interview confirmation email?

An interview confirmation email serves as a bridge of communication between the employer and the candidate, ensuring both parties are aligned on the details of the upcoming interview.

Starting with a courteous greeting, the email should first acknowledge the recipient’s availability for the interview. It’s essential to reiterate the specifics of the interview, such as the date and time, to ensure there’s no ambiguity. Additionally, providing the location of the interview, whether it’s a physical address or a virtual meeting link, is crucial.

If the interview is in-person, offering directions or a map can be a thoughtful touch, especially if the location is challenging to find.

Beyond the basic logistics, the email should also specify the expected duration of the interview and any documents or materials the candidate should bring, such as a resume, portfolio, or identification. If there are multiple rounds or panel members involved, it’s helpful to mention this, giving the candidate an idea of the interview’s structure (e.g. candidates will complete a test or discuss their assignment).

For virtual interviews, it’s essential to provide technical details. This includes the platform being used, any required software or apps, and troubleshooting contacts in case of technical difficulties.

Lastly, the email should encourage the recipient to reach out with any questions or if they need further clarification on any aspect of the interview. A polite closing, expressing anticipation for the upcoming meeting, followed by the sender’s name, title, and contact information, rounds off the email effectively.

If this is the first interview with candidates at your office, include:

• How to get to your office (e.g. provide a link with directions and/or map, or point out some landmarks nearby)
• How to enter the building as a visitor (e.g. if they need to bring their ID)
• Where to park (if your office is located in a busy area)

When writing this email, keep it brief. Make sure your subject line is clear, otherwise candidates may not open your message.

If you and the candidate booked the interview a while ago, consider sending this interview confirmation email one to two days before your appointment as a friendly reminder. You could also use this email to set the final date and time for the interview, after you’ve discussed your availability.

Like all recruiting emails to candidates, make sure your writing style aligns with your company culture.

The post Interview confirmation email appeared first on Recruiting Resources: How to Recruit and Hire Better.

How much does a human resources officer make?

Among HR officers, the top 90% can expect salaries up to $193,000. On the lower end, the bottom 10% have salaries not exceeding $49,000. Additionally, Glassdoor suggests that with bonuses and other compensations, the earnings of HR officer can surge to as much as $70,465. The graphic below shows the lowest and highest salaries based on all of our sources. The average range was calculated by combining the average amounts from Glassdoor and Payscale.

Career Outlook

Human Resources Officers (HR Officers) with less than five years of experience earn an average salary of $54,000. As they progress in their career, they earn an average of $67,000 until they remain 10 years in this position. Between 10 and 20 years they see a higher rise in their salary to approximately $94,000 on average and an even greater boost in their late career approaching $120,000.

HR Officers report to HR managers, a position to which they most commonly get promoted, according to Payscale.

Top Paying US cities

Geography plays a significant role in determining the salary of an HR Officer. Cities with a higher cost of living and booming industries often offer higher compensations. Based on Zippia these are the top paying US cities:

• Nevada $115,817
• Connecticut $118,417
• Rhode Island $107,469
• Massachusetts $113,936
• Washington $111,207

Job Description & Interview Questions

The HR Officer job description covers a wide spectrum of HR functions to support talent in the organization. HR officer duties extend from overseeing recruitment processes to managing employment conditions to promoting diversity and training opportunities. HR officer interview questions should discover their expertise in hiring processes, training & development and other functions.

Skills and Qualifications

An HR Officer’s role is multifaceted, requiring a blend of technical knowledge and interpersonal skills. Their expertise in employee relations is crucial, as they often serve as the bridge between the organization’s management and its employees.

This involves understanding the intricacies of compensation & benefits, ensuring that the organization remains competitive while adhering to legal standards.

Additionally, their prowess in recruitment is essential, as they are responsible for attracting, vetting, and onboarding new talent, ensuring a seamless integration into the company’s culture. Their academic foundation typically stems from a bachelor’s degree, with fields like business administration, psychology, English, or social studies being the most common.

Beyond their academic credentials, HR Officers often possess certifications that further validate their expertise in the field. For instance, a Professional in Human Resources (PHR) certification from the HR Certification Institute is a testament to their commitment to the profession and their mastery of its nuances.

This certification, among others, equips them with the latest best practices in HR, ensuring that they can navigate the ever-evolving challenges of the role. Their continuous professional development, combined with their innate ability to understand and manage human dynamics, positions them as invaluable assets to any organization.

The post HR officer average salary appeared first on Recruiting Resources: How to Recruit and Hire Better.

How much does a recruiter make in a year?

Among recruiters, the top 90% can expect salaries up to $84,000. On the lower end, the bottom 10% have salaries not exceeding $40,000. Additionally, Glassdoor suggests that with bonuses and other compensations, the earnings of recruiters can surge to as much as $79,163. The graphic below shows the lowest and highest salaries based on all of our sources. The average range was calculated by combining the average amounts from Glassdoor and Payscale.

Career Outlook

At the entry level, recruiters earn an average salary of $46,000, according to Payscale. Until their late career, they see a gradual rise to $55,000 and then $64,000. The maximum average salary of recruiters reaches $70,000 after 20 years of experience.

Related: How to attract and hire entry-level employees 

Recruiters typically report to HR Managers, HR business partners or Talent specialists. In large corporate structures they may also report to a Senior Recruiter. Many of them can be promoted to this position as well as the position of Corporate recruiter and HR Manager. Recruiters don’t typically have supervisory roles although occasionally they will manage a team of recruiting researchers. These numbers are aggregated and include the average technical (IT) recruiter salary, corporate recruiter salary and executive recruiter salary.

Top Paying US cities

Geography plays a significant role in determining the salary of a Recruiter. Cities with a higher cost of living and booming industries often offer higher compensations. Based on Zippia these are the top paying US cities:

• Washington: $63,943
• Rhode Island: $62,038
• Massachusetts: $66,136
• District of Columbia: $65,792
• New York: $62,624

Job Description & Interview Questions

Recruiter roles and responsibilities (included in the recruiter job description) involves full-cycle recruiting. Recruiter duties extend from sourcing candidates to negotiating terms of employment. The best Recruiter interview questions are meant to discover the skills needed for all stages of the hiring process.

Skills & Qualifications

In the dynamic world of recruitment, a recruiter’s skill set is both broad and specialized. A deep understanding of the entire recruiting process is fundamental. From the initial stages of identifying potential candidates to the final steps of negotiating terms of employment, a recruiter must be adept at navigating each phase with precision and tact.

Their expertise often extends to mastering sourcing techniques, leveraging applicant tracking systems, and harnessing the power of social media marketing to attract top talent. In today’s digital age, familiarity with various online platforms and tools is invaluable, allowing recruiters to tap into wider talent pools and streamline the hiring process.

Moreover, soft skills play a pivotal role in a recruiter’s success. Their ability to build and maintain relationships is paramount, as they often serve as the first point of contact between the organization and potential employees.

Effective communication, both written and verbal, ensures that they can convey the company’s values and culture while understanding the aspirations and concerns of candidates. Empathy, active listening, and negotiation skills further enhance their ability to match the right candidate with the right role, ensuring mutual satisfaction.

As ambassadors of the organization, their interpersonal prowess and ethical considerations set the tone for future employee-employer relationships.

More resources:

• How to be a great recruiter

The post Recruiter average salary appeared first on Recruiting Resources: How to Recruit and Hire Better.

How much does a vice president of human resources make?

Among VPs of HR, the top 90% can expect salaries up to $202,000. On the lower end, the bottom 10% have salaries not exceeding $93,000. Additionally, Glassdoor suggests that with bonuses and other compensations, the earnings of HR VPs can surge to as much as $315,501. The graphic below shows the lowest and highest salaries based on all of our sources. The average range was calculated by combining the average amounts from Glassdoor and Payscale.

Career Outlook

The trajectory for VPs of Human Resources is both rewarding and challenging. Initially, when stepping into this role, they can expect an average salary of around $88,000. However, as they accumulate experience and navigate the complexities of the position, their compensation sees a notable increase.

After dedicating five years to the role, their average earnings can rise to approximately $124,000. A decade in this position further solidifies their expertise, pushing their average salary close to $149,000.

For those who have weathered the industry’s challenges and remained in this role for over two decades, the rewards are even more substantial, with their average compensation reaching around $155,000.

The IT industry, in particular, has a significant demand for VPs of HR. In such settings, they often find themselves reporting to a Chief HR Officer or, in some cases, directly to the CEO.

Their journey to this esteemed position often begins with roles like HR Director, HR Consultant, or HR Manager. As top executives of the HR department, they wield considerable influence, with all HR personnel, whether directly or indirectly, looking up to them for guidance and leadership.

Their role is not just about managing but also about mentoring and shaping the future of the HR department.

Top Paying US cities

Geography plays a significant role in determining the salary of a VP of Human Resources. Cities with a higher cost of living and booming industries often offer higher compensations. Based on Zippia these are the top paying US cities:

• Alaska: $218,692
• Nevada: $186,608
• Minnesota: $184,507

Job Description & Interview Questions

The VP of HR job description involves managing all human resources operations in the organization towards legal compliance and strategic vision. VP of HR responsibilities also involve labor relations and development of best HR practices. VP of HR interview questions should be selected carefully considering the importance of this position. They should thoroughly explore the key skills and knowledge needed to succeed in this position

Skills & Qualifications

A VP of Human Resources is not just a title but a testament to one’s leadership and strategic vision. Their role demands a deep understanding of international human resources and labor relations, ensuring that the organization remains compliant across borders while fostering a positive work environment.

This expertise is paramount in aligning the HR department’s goals with the broader objectives of the company, making them an invaluable asset in the boardroom.

On the other hand, their responsibilities also delve into the intricacies of organizational development. According to Payscale.com, strategic planning is a key skill, allowing them to anticipate and adapt to the dynamic landscape of human resources.

Beyond these core competencies, a VP of HR should also be proficient in performance management and full-cycle recruiting. These skills, though secondary, are essential in ensuring that the company not only attracts but also nurtures and retains top-tier talent, further solidifying their role as a cornerstone of the organization’s success.

The post VP of Human Resources (HR) average salary appeared first on Recruiting Resources: How to Recruit and Hire Better.

How much does a human resource manager make in a year?

Among HR managers, the top 90% can expect salaries up to $99,000. On the lower end, the bottom 10% have salaries not exceeding $51,000. Additionally, Glassdoor suggests that with bonuses and other compensations, the earnings of an HR Manager can surge to as much as $79,519. The graphic below shows the lowest and highest salaries based on all of our sources. The average range was calculated by combining the average amounts from Glassdoor and Payscale.

Career Outlook

According to Payscale.com, entry-level HR Managers with less than five years of experience are paid $56,000 on average. During their mid-career, they see their average salary rising to $78,000. Further experience doesn’t influence their salary much, reaching only $80,000 on average after more than 20 years in the profession.

HR Managers are most often promoted to the roles of Human resources (HR) Director, while some may advance to VP of Human Resources (HR) if they work in the IT industry. They can further become Chief HR Officers.

Top Paying US cities

Geography plays a significant role in determining the salary of an HR Manager. Cities with a higher cost of living and booming industries often offer higher compensations. Based on Zippia these are the top paying US cities:

• Washington: $95,730
• New York: $90,216
• Nevada: $82,410
• California: $89,937
• Connecticut: $85,399

Job Description & Interview Questions

Human Resources managers lead HR departments, reporting usually to HR Directors. HR manager responsibilities include correct implementation of strategy and organizing daily operations. The Human Resources (HR) Manager job description also involves conflict resolution and performance evaluation. HR manager interview questions should be geared towards their key skills and various HR manager duties, an important step in understanding how to hire a human resources (HR) manager.

Skills and Qualifications

The role of an HR Manager is both strategic and operational, requiring a blend of hard and soft skills. Their in-depth knowledge of regulations ensures that the organization remains compliant in all HR practices, from hiring to benefits administration.

Proficiency in Human Resource Management Systems (HRMS) allows them to efficiently manage employee data, track performance metrics, and streamline HR processes.

Additionally, their expertise in performance management ensures that employees are evaluated fairly and provided with opportunities for growth, aligning individual aspirations with organizational goals. Their academic foundation is typically rooted in a Bachelor’s degree, with fields like business administration, finance, information technology, or education being prevalent.

Beyond these technical competencies, HR Managers possess a range of interpersonal skills that are crucial for their role. Their ability to manage employee relations is paramount, as they often mediate conflicts, counsel employees, and foster a positive work environment.

Effective communication skills enable them to convey organizational policies and goals clearly, ensuring alignment across departments.

Their leadership capabilities, combined with their understanding of organizational behavior, allow them to drive HR initiatives that support business strategies. As the HR landscape continues to evolve, continuous professional development and staying abreast of industry trends further solidify their position as key organizational leaders.

Source and recruit skilled HR professionals with Workable’s Boolean search cheat sheets.

The post HR manager average salary appeared first on Recruiting Resources: How to Recruit and Hire Better.

How much does a human resource assistant make?

Among HR Assistants, 90% have salaries up to $62,580, while the lowest earners receive around $32,240 (Bureau of Labor Statistics). On an hourly basis, as reported by Payscale.com, 90% earn up to $23 per hour, and the bottom 10% don’t make more than $14 per hour.

Career Outlook

The salary of HR Assistants doesn’t show significant development over the years as few remain in this position throughout their career. According to Payscale.com, entry-level HR Assistants earn around $33,000 while in their mid-career they see a rise by only $3,000 on average. Ten to more than 20 years of experience translate in an average salary of $40,000.

HR assistants typically report to the HR manager or HR director. They can be promoted to HR generalist or HR coordinator. Sometimes, they will advance to the position of an HR specialist or HR administrator.

Top Paying US cities

Geography plays a significant role in determining the salary of an HR Assistant. Cities with a higher cost of living and booming industries often offer higher compensations. Based on Zippia these are the top paying US cities:

• San Francisco: $42,941
• Washington: $41,604
• Boston: $41,321
• New York: $39,602
• Dallas: $38,274

Top Paying Industries

The Bureau of Labor Statistics indicates that the five top paying industries for the HR assistant position are the following:

Job Description & Interview Questions

HR assistants support the HR executives and often the entire HR department. The HR assistant job description includes HR assistant responsibilities, such as assisting payroll, maintaining employee records and helping implement HR programs. Finding the right HR assistant interview questions is an important step in understanding how to hire an HR assistant.

Skills & Qualifications

Human Resources Assistants are central to the smooth operation of any HR department, and their skills and qualifications reflect the multifaceted nature of their role. They need to be technically proficient, especially with HR software like ADP payroll systems or other HR information systems, which streamline processes from payroll to employee tracking.

Effective communication is another cornerstone of their role, as they often serve as intermediaries between employees and higher HR echelons, ensuring that information is conveyed clearly and empathetically. Their tasks, ranging from maintaining employee records to scheduling interviews, demand strong organizational abilities and meticulous attention to detail.

Any error, especially in areas like payroll or benefits, can have significant consequences, so precision is paramount.

Moreover, a foundational understanding of labor laws is essential to ensure the company’s compliance and to circumvent potential legal pitfalls. Building and maintaining trust is another crucial aspect of their job, given the sensitive nature of the information they handle.

This requires impeccable interpersonal skills and the highest levels of discretion and integrity. Problem-solving is another key trait, as they are often the first point of contact for employees with HR-related concerns.

In terms of educational background, an associate’s degree in human resources, business administration, or a related discipline is typically the benchmark, though some employers might lean towards candidates with a bachelor’s degree.

As the HR landscape is continuously evolving, a commitment to ongoing learning, through workshops, seminars, and courses, ensures they remain at the forefront of industry trends and best practices.

Related: How to attract and hire entry-level employees 

The post HR assistant average salary appeared first on Recruiting Resources: How to Recruit and Hire Better.

How much does a talent acquisition manager earn?

Among Talent Acquisition Manager, the top 90% can expect salaries up to $122,000. On the lower end, the bottom 10% have salaries not exceeding $61,000. Additionally, Glassdoor suggests that with bonuses and other compensations, the earnings of Talent Acquisition Manager can surge to as much as $136,858. The graphic below shows the lowest and highest salaries based on all of our sources. The average range was calculated by combining the average amounts from Glassdoor and Payscale.

When first entering the field, Talent Acquisition Managers can expect an average salary of $60,000, according to Payscale.com. After they gain more than five years of experience, there’s a significant raise to their average salary to about $86,000. After ten years they see another small rise in the talent acquisition salary to $97,000. After 20 years there is an increase to $103.000 throughout their late career.

Talent acquisition managers are usually part of an HR department and report to a Director of Talent/HR or a VP of Talent Acquisition/HR. They belong in the function of recruitment & selection, so often they get to supervise senior recruiters, recruiters and recruiting researchers.

Top Paying US cities

Geography plays a significant role in determining the salary of a talent acquisition manager. Cities with a higher cost of living and booming industries often offer higher compensations. Based on Zippia these are the top paying US cities:

• New York: $103,087
• Arizona: $98,016
• California: $106,479
• Washington: $98,959
• Oregon: $95,675

Job Description & Interview Questions

The Talent Acquisition Manager job description involves everything about recruiting, and often developing and retaining, talent. Some of their responsibilities revolve around searching on databases, social media or at external agencies and events for the right people to staff the organization. Talent Acquisition Manager interview questions can unearth the important skills of the candidates by focusing on recruiting processes and experiences.

Skills & Qualifications

Skills and qualifications play a crucial role in the success of a Talent Acquisition Manager. These professionals are responsible for attracting and selecting top talent for the organization, making their skills and expertise essential.

One of the key skills of a Talent Acquisition Manager is full-cycle recruiting. They are well-versed in the entire recruitment process, from job posting and sourcing candidates to conducting interviews and making job offers. With this skill, they can effectively manage and streamline the hiring process, ensuring the organization finds the right individuals for each position.

In addition to full-cycle recruiting, Talent Acquisition Managers excel in sourcing and employment branding. They have the ability to identify and attract top talent through various channels, such as online platforms, social media, and networking events. They also understand the importance of building a strong employer brand to attract potential candidates. By developing compelling messaging and showcasing the organization’s unique culture and values, they create a positive image that appeals to prospective employees.

Furthermore, people management skills are essential for Talent Acquisition Managers. They work closely with hiring managers, HR teams, and candidates, requiring strong communication and interpersonal skills. They must effectively communicate job requirements, align expectations, and build relationships with stakeholders to ensure a seamless recruitment process.

Strategic planning is another critical skill for Talent Acquisition Managers. They analyze talent needs, forecast future requirements, and develop strategic hiring plans to ensure the organization has the right talent in place. They collaborate with management to understand long-term goals and align recruitment strategies accordingly.

To excel in this role, a Bachelor’s degree is typically required, along with experience in recruiting. These qualifications provide a solid foundation in recruitment principles, industry knowledge, and the ability to navigate the hiring landscape effectively. Overall, a combination of technical skills, interpersonal abilities, and strategic thinking is necessary for success as a Talent Acquisition Manager.

The post Talent acquisition manager average salary appeared first on Recruiting Resources: How to Recruit and Hire Better.

How much does the director of human resources make?

Among HR Directors, the top 90% can expect salaries up to $144,000. On the lower end, the bottom 10% have salaries not exceeding $60,000.

Career Outlook

Entry-level HR Directors are paid $60,000 on average. After 5 years, they see a rise in their salary by $26,000 while after ten years they are paid $100,000 on average. Senior HR directors, with more than 20 years of experience, can have an average salary of up to $106,000.

HR Directors can be promoted from the position of HR Manager or Senior HR manager. They can advance to the role of Human resources SVP or Chief Human Resources Officer. They report to people in these positions when hierarchy is so defined, but most commonly they report directly to the CEO.

Related: How to attract and hire entry-level employees 

Top Paying US cities

Geography plays a significant role in determining the salary of an HR Director. Cities with a higher cost of living and booming industries often offer higher compensations. Based on Zippia these are the top paying US cities:

• Vermont $116,592
• New York $120,477
• California $120,592
• Connecticut $117,406

Job Description & Interview Questions

Human Resources Directors create a bridge between human capital and business strategy. The HR Director job description is diverse and involves the development of HR programs. HR Director responsibilities include handling labor relations and strategic counseling. HR director interview questions should be geared towards key skills such as strategic planning, employment relations and leadership.

Skills & Qualifications

The role of an HR Director is a blend of strategy, leadership, and intricate knowledge of the human resources domain. At the core of their skill set lies a deep understanding of organizational behavior and dynamics.

Their ability to analyze and interpret workforce data, combined with a keen sense of industry trends, allows them to forecast staffing needs, devise retention strategies, and ensure a seamless alignment between HR initiatives and business goals.