This section covers the key steps in Recruitment, Selection, and Onboarding, including creating effective job postings, evaluating candidates through a structured selection process, and ensuring a smooth onboarding experience for new hires.
Once a vacancy has been identified and the job description has been reviewed and updated as necessary, you are ready to develop the selection criteria used to screen resumes and select the best candidate for the job. Selection criteria should come directly from the job description and must be measur...
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A good recruitment plan includes a mix of recruitment strategies and various communication processes to inform other organizations and relevant communities of the available position.Recruiting for skilled positions is becoming increasingly competitive, meaning nonprofits need to be creative in how t...
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Internal recruitmentInternal recruitment allows existing employees and volunteers to apply for job openings and is linked to succession planning and career development. It can include promotions to a higher-level position and lateral moves to the same level position, perhaps in a different departmen...
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You can think of the job posting as an advertisement. You want to attract the right type of candidate to your organization and provide an accurate and honest view of the position. The job posting draws a candidate’s attention and interest to the role. It should also encourage a candidate to self-a...
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The most common selection process for all positions includes: Reviewing applications for minimum qualifications. Developing a short-list of qualified candidates for phone screens. Conducting phone screens. Developing an interview short-list. Conducting interviews. Assessing each candidate agai...
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The interview questions that you ask candidates should explore past job performance and cover all essential job functions, skills, and competencies. You should use various approaches to open up conversation topics and/or confirm information. Ask open-ended questions that will require the candidates ...
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Choose an appropriate and private environment for the interviews that is likely to be free from interruption. It’s a good idea to book a meeting room in advance. If you are interviewing internal candidates, consider holding the interviews off-site or online to maintain the confidentiality of the p...
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Checking references carefully and thoroughly is one way to avoid hiring the wrong person. Reference checks are a last opportunity to verify the information the candidate has provided, confirm their suitability, and explore any areas of concern. Talk to references before you make an offer.It may seem...
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Evaluate final candidates against each other after you have rated them against the criteria to identify the best candidate based on skills, competencies, and organizational fit. Review all your notes and write up your decision.Make sure your decision is non-discriminatory, complies with provincial a...
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Once your selected candidate has signed their offer of employment, you can inform all the unsuccessful external candidates that were interviewed of the outcome of the recruitment process. Sending external candidates a notification via email is appropriate.For example:Dear ,I would like to thank you ...
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The onboarding process introduces new employees to the organization and their new roles. Beyond providing information about the organization’s policies and procedures, an effective onboarding process should make new employee's feel comfortable and help them learn about their role and the organizat...
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This sample onboarding process will help you plan your new employee’s first 90 days at your organization. It will cover the basics and break them down into small achievable goals and tasks. Remember, standardizing key elements of the process across your organization will help ensure consistency an...
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