Hiring strategies

Hiring Strategies
Everyday Development L.L.C

Module One: Getting
Started
By learning how to utilize the
information we have to find the
best candidates and reviewing
not only the job requirements,
but the candidate’s attributes,
you can hire the best people for
your company.
Time spent on
hiring is time
well spent.
Robert Half

Workshop Objectives
Develop a
hiring
strategy
Which
candidates
to
interview
Welcome
newly
hired
employees

Pre-Assignment
What techniques or
strategies did you use?
What do you hope to learn
from this course?

Module Two: Defining and
Knowing the Position
During interviews, you will need
to be able to define and describe
to the potential employee so that
they are not surprised or left in
the dark. Being prepared yourself
can help prepare the employee
as well.
If a job is worth
doing, it is
worth doing
well.
Proverb

Know the Position
Skills needed?
New position?
Was there a previous
employee?

Needs Analysis
Organizational
needs
Responsibilities
Staffing gaps

Job Analysis
Responsibilities
Duties
Skills
Title

Task Analysis
Processes Materials
Observing Characteristics

Case Study
Brenda was preparing to hire a new
accountant
She was unfamiliar with the job duties
Took notes on the needed duties and procedures
She had enough information to form a detailed job
description

Module Two: Review Questions
1. A new person cannot be hired for a position unless what?
a) They pay an application fee
b) The hiring manager knows the position
c) The hiring manager conducts three interviews
d) They have over fifteen references
2. Which of the following is a statement used to learn more
about a position?
a) “What time will they go to lunch?”
b) “How much vacation will they have?”
c) “What kind of skills will be needed?”
d) “What size desk will they need?”

3. What is the purpose of performing a needs analysis?
a) Determine what a job position consists of
b) Determine the amount of pay per employee
c) Determine future employee needs
d) Determine what kind of person to hire
4. A needs analysis can help detect what?
a) An under-filled position
b) A lack of office supplies
c) An analysis of office furniture
d) An over-qualified employee

5. What is the purpose of a job analysis?
a) Analyzing company spending
b) Conducting a panel interview
c) Determining the proper dress code
d) Collecting demographics about a position
6. Which of the following is one process of a job analysis?
a) Researching similar jobs
b) Creating new job descriptions
c) Determining what kind of supplies to buy
d) Finding out what the competition is paying their employees

7. What is one step of a task analysis?
a) Determining the most accurate salary range
b) Determining individual task difficulty
c) Determining the number of employee needed in a job
d) Determining if the position will have growth
8. Task analysis can help create what for the company?
a) Employee retreats
b) Job descriptions
c) Training programs
d) Interview protocols

9. What position was Brenda preparing to hire a new employee for?
a) Sales clerk
b) Accountant
c) Customer service
d) Telephone clerk
10.What information did Brenda gather from the manager about the
open position?
a) The paying salary
b) The amount of vacation time given
c) The new starting date for the employee
d) The included job duties

1. A new person cannot be hired for a position unless what?
a) They pay an application fee
b) The hiring manager knows the position
c) The hiring manager conducts three interviews
d) They have over fifteen references
Before a hiring manager can find someone to hire for an open position, they have to know the
position they are hiring for, including job responsibilities, duties and skills needed.
2. Which of the following is a statement used to learn more about a position?
a) “What time will they go to lunch?”
b) “How much vacation will they have?”
c) “What kind of skills will be needed?”
d) “What size desk will they need?”
When attempting to learn more about a position, one must ask questions regarding what kind of
skills are needed or what kind of tasks will need to be performed in order to determine what kind
of person will be needed to fill the position.

3. What is the purpose of performing a needs analysis?
a) Determine what a job position consists of
b) Determine the amount of pay per employee
c) Determine future employee needs
d) Determine what kind of person to hire
A needs analysis looks into the company and determines if a position will need to be
moved/altered/changed based on its growth and skill sets.
4. A needs analysis can help detect what?
a) An under-filled position
b) A lack of office supplies
c) An analysis of office furniture
d) An over-qualified employee
A needs analysis is a tool used to look at a department or position and determine if the needs of
the position are being met. Sometimes the manager find the job is overfilled and while other times
it can be under-filled and need more help.

5. What is the purpose of a job analysis?
a) Analyzing company spending
b) Conducting a panel interview
c) Determining the proper dress code
d) Collecting demographics about a position
A job analysis is a process that collects different aspects about a particular job, such as the skills
needs, the duration or difficulty level. To perform this analysis, information about the job must be
collected and examined.
6. Which of the following is one process of a job analysis?
a) Researching similar jobs
b) Creating new job descriptions
c) Determining what kind of supplies to buy
d) Finding out what the competition is paying their employees
Although a job can be analyzed from the inside and researched individually, it is also a good idea to
research similar jobs inside or outside the company to compare how the position is handled and
managed.

7. What is one step of a task analysis?
a) Determining the most accurate salary range
b) Determining individual task difficulty
c) Determining the number of employee needed in a job
d) Determining if the position will have growth
A task analysis reviews the individual tasks of a job, including the duration of tasks, the difficulty
level and what skills are needed to complete them.
8. Task analysis can help create what for the company?
a) Employee retreats
b) Job descriptions
c) Training programs
d) Interview protocols
Tasks analyses are used to determine how to compete individual tasks and how employees can
complete them. Performing task analyses are a great tool for creating training programs that
instruct employees how to perform the task and job.

9. What position was Brenda preparing to hire a new employee for?
a) Sales clerk
b) Accountant
c) Customer service
d) Telephone clerk
Brenda was preparing to hire a new accountant for a position that had come open.
10. What information did Brenda gather from the manager about the open position?
a) The paying salary
b) The amount of vacation time given
c) The new starting date for the employee
d) The included job duties
Since Brenda did not know much about the new position, she went to the
department manager and asked questions about it, such as the job duties,
responsibilities, and daily tasks.

Module Three: Hiring
Strategy
Developing a hiring ‘strategy’ may
seem a little extreme, but it is
actually a helpful tool when
preparing to hire a new employee.
When an opening comes available
that you will need to fill, there are
often several steps to take and follow
in order to obtain the best workers.
You need to
have a
collaborative
hiring
process.
Steve Jobs

Company Information
Future plans?
Staffing needs
Growth
Short term vs. long term

Salary Range
Deciding
factor
Research
the position
Fair Competitive

Top Performers
Great initiative
Qualities?
Skills?
Observe them

Be Prepared
Build a process
Team with managers
Know the job
Emergency hiring

Case Study
Adam was having a hard time hiring a new
employee
The few people he recently hired did not work
out
He reviewed all of the aspects of the position
Made a note to adjust it before his next batch
of interviews

Module Three: Review Questions
1. It is important to consider what when hiring new people?
a) How your hair looks
b) Previous company changes
c) How many employees are on vacation
d) The size of the department cubicles
2. Company surges and shortages can predict what?
a) The menu in the cafeteria
b) The amount of time off for each employee
c) The company employment needs
d) The assignment of parking spaces

3. Why is it important to have a competitive salary range?
a) It makes the company look good
b) It is easier to maintain over time
c) It can affect a candidate’s choice in employment
d) It can make the company look cheap
4. When researching the open position, it is important to know what
about salary?
a) If it will increase or decrease in the future
b) If the competition will find out your current range
c) If the price of the US dollar will increase
d) If the manager’s salary will change

5. What is a characteristic of a top performer?
a) They come to work even if they are sick
b) They take a lot of vacation time
c) They are liked by everyone
d) They have a good work ethic
6. Hiring managers hope to hire employee that will do what?
a) Mimic top performers
b) Assist the top performers
c) Commit to stay for several years
d) Do what they are told

7. One thing that should be included in an emergency hiring strategy is
what?
a) A list of back-up employees
b) Information for a staffing agency
c) Information for the unemployment office
d) A notice regarding over-time pay
8. Why is it important to have an emergency hiring strategy?
a) To finish hiring someone in a hurry
b) In case too many employees go on vacation at once
c) In case of short staffing
d) To add to the emergency exit plan

9. What type of company does Adam work for?
a) A sales agency
b) A law firm
c) A hospital
d) A bank
10.What did Adam discover about the salary of open position in his
department?
a) It was higher than other departments
b) It was in the same range as the other departments
c) It did not include any bonus offers
d) It was lower than other departments

1. It is important to consider what when hiring new people?
a) How your hair looks
b) Previous company changes
c) How many employees are on vacation
d) The size of the department cubicles
When hiring new employees, the hiring manager should consider how the position and company
have changed over time and the likeliness that they will change again. This is important for
predicting job stability.
2. Company surges and shortages can predict what?
a) The menu in the cafeteria
b) The amount of time off for each employee
c) The company employment needs
d) The assignment of parking spaces
As companies go through surges and shortages of employees and productivity over the years,
individual job positions may change, including job titles and responsibilities.

3. Why is it important to have a competitive salary range?
a) It makes the company look good
b) It is easier to maintain over time
c) It can affect a candidate’s choice in employment
d) It can make the company look cheap
Salary range can play a big role in a candidate’s choice of places to work. Even if the candidate loves
the job, if your company doesn’t have a competitive salary range, the candidate may choose to go
somewhere else.
4. When researching the open position, it is important to know what about salary?
a) If it will increase or decrease in the future
b) If the competition will find out your current range
c) If the price of the US dollar will increase
d) If the manager’s salary will change
Salary is an important aspect of any job, so when hiring a new person for it, it is important to know
if the salary will need to increase, or even decrease, in the near future.

5. What is a characteristic of a top performer?
a) They come to work even if they are sick
b) They take a lot of vacation time
c) They are liked by everyone
d) They have a good work ethic
Top performers in a company are employees that have proven they can work hard, increase
productivity and excel at their work. Some of their many characteristics include having a good work
ethic and staying focused on their duties.
6. Hiring managers hope to hire employee that will do what?
a) Mimic top performers
b) Assist the top performers
c) Commit to stay for several years
d) Do what they are told
When hiring new employees, managers hope to hire employees that will be able to adapt the
characteristics and habits of the company’s top performers and become one of the company’s top
performer themselves.

7. One thing that should be included in an emergency hiring strategy is what?
a) A list of back-up employees
b) Information for a staffing agency
c) Information for the unemployment office
d) A notice regarding over-time pay
Emergency hiring strategies are designed to quickly find qualified candidates for sudden staffing
shortages and job openings. Information to local staffing agencies or recruiting offices can be a
helpful tool when trying to find these employees.
8. Why is it important to have an emergency hiring strategy?
a) To finish hiring someone in a hurry
b) In case too many employees go on vacation at once
c) In case of short staffing
d) To add to the emergency exit plan
An emergency hiring strategy is a system that helps the company find qualified candidates for an
open position, and in a hurry! Short staffing can occur suddenly and managers will need help
finding new employees right away.

9. What type of company does Adam work for?
a) A sales agency
b) A law firm
c) A hospital
d) A bank
Adam was looking for a new front desk person to work in his law firm company.
10. What did Adam discover about the salary of open position in his department?
a) It was higher than other departments
b) It was in the same range as the other departments
c) It did not include any bonus offers
d) It was lower than other departments
When Adam reviewed the salary range for the position he was hiring for, he realized it was lower
than the salaries for similar jobs in the other departments, which may be a factor as to why
employees in these departments stay longer and are happier.

Module Four: Lure in
Great Candidates
One of the first steps to finding great
employees is determining what type
of person will fit into the new
position and the company. But
finding the right way to lure in
candidates can be difficult if not
done properly.
Look for people
who will aim for
the remarkable
and who will
not settle for the
routine.
David Ogilvy

Advertise Where Candidates Visit
Industry sites
Trade magazines
Increase company exposure
Appeal to candidates

Develop Corporate Citizenship
Citizenship
Employees are
Engaged
Attracts talent
Increases retention

Treat Your Candidates Well
Be honest and respectful
People will share
It will attract talent

Look at the Competition
Candidate may not be
happy at current company
Be honest and upfront
They may just need a little
nudge

Case Study
Andrew was trying to determine ways of
luring in new candidates
Posted job openings on job-specific websites
Advertised about a great work environment and salary
ranges
The company’s corporate citizenship and respectable
treatment made his department happy

Module Four: Review Questions
1. Where is one effective place to advertise online?
a) Facebook
b) Job-specific websites
c) The company blog
d) Personals websites
2. Where is one effective place to advertise in print form?
a) Public libraries
b) Grocery stores
c) College campuses
d) Hospitals

3. What is corporate citizenship?
a) A corporation composed of different ethnicities
b) A corporation with only American employees
c) A corporation working together as one entity
d) A corporation with over 1,000 employees
4. Corporate citizenship can lure in new candidates because
__________________.
a) It makes them feel like part of a team
b) It allows them to work individually
c) It gives them a chance for promotions
d) It makes them feel as if their actions don’t matter

5. Treating your candidates well can lead to what?
a) Early retirements
b) More layoffs
c) Less wages
d) Loyal employees
6. If candidates are treated badly, it could do what to the company?
a) Give it a bad reputation
b) Make it more popular
c) Make it appear tougher on employees
d) Allow it to hire less qualified people

7. What does it mean to poach the competition?
a) Buy breakfast for their employees periodically
b) Look for candidates employed by rival companies
c) Negotiating with management to ‘trade’ employees
d) Having more productivity than them
8. Why is poaching the competition a cautious practice?
a) It can be hard to do
b) It can prove unsuccessful
c) It can make your company look bad
d) It can upset your current employees

9. What was the first step Andrew took to attract new candidates?
a) Run an ad through the local newspaper
b) Post an ad on a popular job-seeking website
c) Ask a friend to help him create job descriptions
d) Created a jingle to sing on the radio
10.Andrew had a friend in what department who would help him
recruit from the rival company?
a) Accounting
b) Human Resources
c) The maintenance staff
d) The business office

1. Where is one effective place to advertise online?
a) Facebook
b) Job-specific websites
c) The company blog
d) Personals websites
Job –specific websites are a great tool to advertise with because they often focus one area of the
working industry and allow people to specifically search for jobs in that area. With the growing
popularity of online job searches, they often have a large amount of visitors.
2. Where is one effective place to advertise in print form?
a) Public libraries
b) Grocery stores
c) College campuses
d) Hospitals
Print forms of advertising includes items such as flyers, brochures and even classified ads, which are
best placed in places with large amounts of people and traffic flows. School campuses are a great
place for print advertising since there is lots of people traffic and eager candidates looking for work.

3. What is corporate citizenship?
a) A corporation composed of different ethnicities
b) A corporation with only American employees
c) A corporation working together as one entity
d) A corporation with over 1,000 employees
Corporate citizenship is loosely defined as a corporation that acts as one group, one entity. While this can include
many legal terms, it is also meant to establish a team mentality in the company and encourage all employees to
work together.
4. Corporate citizenship can lure in new candidates because __________________.
a) It makes them feel like part of a team
b) It allows them to work individually
c) It gives them a chance for promotions
d) It makes them feel as if their actions don’t matter
Corporate citizenship stresses the need to work together to achieve success. This idea often attracts new
candidates who want to feel like a part of a team and feel as though they are contributing to a group.

5. Treating your candidates well can lead to what?
a) Early retirements
b) More layoffs
c) Less wages
d) Loyal employees
Candidates that are treated well from the beginning will be happier with the company and willing
to work for them longer, which can lead to longer lasting, loyal employees.
6. If candidates are treated badly, it could do what to the company?
a) Give it a bad reputation
b) Make it more popular
c) Make it appear tougher on employees
d) Allow it to hire less qualified people
If candidates are treated badly or disrespectfully, they can spread this negativity by ‘word of mouth’
to other companies and other candidates. This can cause the company to have a poor reputation
and cause problems when trying to hire new people.

7. What does it mean to poach the competition?
a) Buy breakfast for their employees periodically
b) Look for candidates employed by rival companies
c) Negotiating with management to ‘trade’ employees
d) Having more productivity than them
Poaching the competition is a business term which means to go looking for or trying to lure candidates to your
company from a rival one. Sometimes the most qualified candidates for your open position are already working
for the competition.
8. Why is poaching the competition a cautious practice?
a) It can be hard to do
b) It can prove unsuccessful
c) It can make your company look bad
d) It can upset your current employees
Poaching the competition is considered a dirty trick and is not always viewed as an honorable measure. Take
caution when using this approach because if the other companies found out, it could lead to your company
getting a bad name for themselves and appearing dishonest or untrustworthy.

9. What was the first step Andrew took to attract new candidates?
a) Run an ad through the local newspaper
b) Post an ad on a popular job-seeking website
c) Ask a friend to help him create job descriptions
d) Created a jingle to sing on the radio
One of the first things Andrew did to try and attract new recruits was post job ads and classified ads
about the company and the open positions it has to offer. Andrew knew the website was very
popular, so he knew it would get a lot of traffic, and hopefully results.
10. Andrew had a friend in what department who would help him recruit from the rival company?
a) Accounting
b) Human Resources
c) The maintenance staff
d) The business office
Andrew knew that some great employees can come from a rival company and may be interested in
switching. He had a friend in the business office that he planned to ask later for help seeking these
new candidates from the rival company.

Module Five: Filtering
Applicants to Interview
This filtering process allows you
to see which candidates deserve
a personal interview based on
their skills or attributes while
removing the ones that do not.
Take time to
appreciate
employees and
they will
reciprocate in a
thousand ways.
Bob Nelson

Put Lots of Weight on Cover
Letters
Shows personality
Quickly summarizes
First impressions
No letter = no interview

Grading Resumes
Readability
Match the
position
Job
characteristics

Internet Search
Good source of
information
Use it as a tool
Not a deciding factor

Initial Phone Interview
First impression
Prepare questions
Communication skills
Quick and easy

Case Study
Kay was busy trying to hire a nurse to work
the night shift
She asked for a cover letter, a resume, and school
credentials
Kay was able to narrow it down to three candidates
The last candidate spoke well so Kay invited her in for a
face-to-face interview

Module Five: Review Questions
1. What is one thing that is considered a ‘Do’ on a resume?
a) Use long paragraphs
b) Including references
c) Excluding jobs you were fired from
d) Use shorthand terms
2. What is one thing that is considered a ‘Don’t’ on a resume?
a) Including past manager information
b) Listing previous job details
c) Over-generalizing
d) Complete a spell-check

3. Why is the cover letter of a resume important?
a) It saves the manager from having to read the resume
b) It allows the company to create a profile
c) It portrays the candidate’s personality
d) It saves paper
4. If an applicant turns in a resume without a cover letter, the hiring manager
will ________.
a) Not give them an interview
b) Call the candidate to ask for one
c) Ask for one at the time of the interview
d) Proceed as normal

5. ‘Googling’ a person helps detect their what?
a) Amount of personal photos
b) Personal information
c) Amount of personal blogs
d) Internet presence
6. Always remember that what you find on the Internet should
__________________.
a) Not be the only hiring factor
b) Be talked about in the interview
c) Not matter at all
d) Determine if a person is hired

7. A phone interview can help gauge what?
a) Sales skills
b) Communication skills
c) Math skills
d) Technology skills
8. Phone interviews are a great tool for conducting what?
a) Personal satisfaction surveys
b) Questions about job skills
c) Introductory interviews
d) Questions about work schedules

9. What did Kay do with resumes that did not include a cover letter?
a) Called the applicant to ask for one
b) Discarded them
c) Offered them an interview
d) Made one for them
10.What was one reason Kay did offer an interview to the second
interviewee?
a) She didn’t speak loud enough
b) She didn’t have enough qualifications
c) She talked too much
d) She was distracted while talking

1. What is one thing that is considered a ‘Do’ on a resume?
a) Use long paragraphs
b) Including references
c) Excluding jobs you were fired from
d) Use shorthand terms
When completing a resume, it is important to include references for the hiring manager to review. This practice
used to be optional, but is growing in popularity over time and has become expected for many companies.
2. What is one thing that is considered a ‘Don’t’ on a resume?
a) Including past manager information
b) Listing previous job details
c) Over-generalizing
d) Complete a spell-check
A resume is supposed to reflect the qualifications and skills of the candidate, so they should not generalize terms
and key words (“creative individual”, “Sales skills”, “hard-working”). As a hiring manager, look for specific skills and
characteristics that accurately define the candidate before initiating an interview.

3. Why is the cover letter of a resume important?
a) It saves the manager from having to read the resume
b) It allows the company to create a profile
c) It portrays the candidate’s personality
d) It saves paper
Cover letters allow the applicant to describe their job skills and desire to work for the company in their own
words, so it can portray their type of personality and voice in their writing. This can be a helpful tool when
choosing candidates for a face-to-face interview.
4. If an applicant turns in a resume without a cover letter, the hiring manager will ________.
a) Not give them an interview
b) Call the candidate to ask for one
c) Ask for one at the time of the interview
d) Proceed as normal
Cover letters have become popular over the last few years and are becoming a necessity for hiring managers
and/or recruiters. Many companies have developed a policy that if a cover letter is not included with a resume,
the candidate will not be interviewed.

5. ‘Googling’ a person helps detect their what?
a) Amount of personal photos
b) Personal information
c) Amount of personal blogs
d) Internet presence
Searching for a candidate online, or ‘Googling’ them, allows for the hiring manager to see what kind
of Internet presence they have. Common things to look for are professional blogs or Twitter
accounts, versus a personal Facebook or Reddit account.
6. Always remember that what you find on the Internet should __________________.
a) Not be the only hiring factor
b) Be talked about in the interview
c) Not matter at all
d) Determine if a person is hired
Sometimes we are not expecting some of the things we find on Google, and it can make us rethink
hiring a candidate. But what is found online should be taken into consideration along with the
candidate’s qualifications and skills – it should not be the sole deciding factor.

7. A phone interview can help gauge what?
a) Sales skills
b) Communication skills
c) Math skills
d) Technology skills
Phone interviews are a great way to gauge a person’s personal and professional communication skills before
speaking face-to-face. The hiring manager can gauge how well they speak with them, if they can stay focused and
how they begin/end a conversation.
8. Phone interviews are a great tool for conducting what?
a) Personal satisfaction surveys
b) Questions about job skills
c) Introductory interviews
d) Questions about work schedules
Phone interviews are often used by companies to conduct introductory interviews before bringing a candidate in
for a face-to-face interview. These first interviews usually include general information about the position and allow
a candidate to decide whether or not to continue further.

9. What did Kay do with resumes that did not include a cover letter?
a) Called the applicant to ask for one
b) Discarded them
c) Offered them an interview
d) Made one for them
Kay specifically asked for a cover letter in the job description that she posted, so any resumes or
applications that came in without one were discarded for not following the directions she included.
10. What was one reason Kay did offer an interview to the second interviewee?
a) She didn’t speak loud enough
b) She didn’t have enough qualifications
c) She talked too much
d) She was distracted while talking
When Kay spoke to the second applicant, she noted that the applicant seemed distracted by
something in the background while on the phone. Kay felt this was not a good form of
communication and did not pursue her further.

Module Six: The Interview (I)
So you’ve sent out job descriptions,
reviewed tons of resumes, and even
completed a few phone interviews,
now it’s time for a face-to-face
interview. Interviews are the classic
way for hiring managers to meet with
candidates and get to know their
skills and qualifications.
Today, when I
hire, I look for
people who
want to be
trained or
molded.
Bobby Flay

Introduce Everyone
Small talk
More comfortable
Nothing too personal
Lead into the interview

Use a Panel
Different
perspectives
Opinions
Compare
notes

Match the Interview to the Job
Environment Correct attire
Shows the
applicant the job

Types of Questions
• What is a situation you faced in your
previous job?Situation
• What tasks were involved in that
experience?Task
• What actions did you take?Action
• What were the results of those
actions?Result

Case Study
Gerald and Henry were preparing for their first interview
for an open position in their banking department
They liked to interview together as a small panel
Gerald and Henry took turns asking questions
By the end of the interview, they were very pleased
with their choice

Module Six: Review Questions
1. Why is it important to introduce all parties in an interview?
a) To establish lead interviewers
b) To make everyone feel more comfortable
c) To make everyone feel nervous
d) To determine who will go first
2. One way to start introductions is to do what?
a) Pick someone at random
b) Make the candidate speak first
c) Tell something about yourself
d) Begin asking questions right away

3. What is a benefit of using a panel during interviews?
a) It makes the panel feel powerful
b) It makes use of the empty space in the room
c) It gains different perspectives
d) It allows the interviewer to do less work
4. When using a panel, the manager must establish what?
a) A rating system
b) A secret language
c) A voice recorder
d) A video camera

5. What is one way of matching the interview to the job?
a) Having the interview in your office only
b) Letting some current employees watch the interview
c) Telling the candidate about the job in detail
d) Holding the interview in the work area
6. What is an advantage of matching the interview to the job?
a) The candidate has better picture of the job
b) The candidate gets a head start on training
c) The manager gets out of the office periodically
d) The manager can ask nearby employees to help

7. The STAR method bases questions on the candidate’s what?
a) Cover letter
b) Resume
c) References
d) Application
8. Which of the following cannot be asked in an interview?
a) Questions regarding previous managers
b) Questions regarding education level
c) Questions regarding religion
d) Questions regarding shift preferences

9. What was one reason Henry and Gerald like interviewing candidates
together?
a) To ask opposite types of questions
b) To compare notes later about the candidate
c) To intimidate the candidate
d) To give the other one a break
10.Where did Henry and Gerald decide to interview the candidate?
a) In Gerald’s office
b) In the company lobby
c) In Henry’s office
d) In the banking department

1. Why is it important to introduce all parties in an interview?
a) To establish lead interviewers
b) To make everyone feel more comfortable
c) To make everyone feel nervous
d) To determine who will go first
Interviews can be stressful enough, so it’s best to help make everyone feel more comfortable by
introducing all parties that are present. When candidates know who they are speaking with, they
feel more at ease and willing to open up.
2. One way to start introductions is to do what?
a) Pick someone at random
b) Make the candidate speak first
c) Tell something about yourself
d) Begin asking questions right away
As the hiring manager, take the lead in making introductions by telling something about yourself,
such as your title and how long you’ve been with the company. This will ‘break the ice’ and others
in the group will follow.

3. What is a benefit of using a panel during interviews?
a) It makes the panel feel powerful
b) It makes use of the empty space in the room
c) It gains different perspectives
d) It allows the interviewer to do less work
Using a panel of judges can allow the main interviewer to gain a different perspective of the
candidate by having other interviewers ask questions as well. It also gives the main interviewer a
chance to take more notes and listen more.
4. When using a panel, the manager must establish what?
a) A rating system
b) A secret language
c) A voice recorder
d) A video camera
When using a panel, it is a good idea to establish some sort or rating system to grade the candidate
on their interview. It can be anything from using numbers (1-10), letters (A,B,C) or even words
(Great, good, bad, negative).

5. What is one way of matching the interview to the job?
a) Having the interview in your office only
b) Letting some current employees watch the interview
c) Telling the candidate about the job in detail
d) Holding the interview in the work area
The candidate should have more understanding of the job when they come to interview. One way
of matching the two together is to have the interview in the actual work area, if possible. It can help
them learn to be more comfortable in the environment.
6. What is an advantage of matching the interview to the job?
a) The candidate has better picture of the job
b) The candidate gets a head start on training
c) The manager gets out of the office periodically
d) The manager can ask nearby employees to help
Matching the interview to the specific job you are hiring for allows the candidate to have their first
experience of the job and what it can entail. This gives them more views about the job and
department.

7. The STAR method bases questions on the candidate’s what?
a) Cover letter
b) Resume
c) References
d) Application
The STAR method is a method of questioning that is based on the candidate’s resume, such as
specific job experiences or education level.
8. Which of the following cannot be asked in an interview?
a) Questions regarding previous managers
b) Questions regarding education level
c) Questions regarding religion
d) Questions regarding shift preferences
Questions regarding topics such as religion, sexual preferences, marital status and even your overall
health cannot be asked during an interview. These types of questions are considered prejudice and
can create bias in hiring decisions.

9. What was one reason Henry and Gerald like interviewing candidates together?
a) To ask opposite types of questions
b) To compare notes later about the candidate
c) To intimidate the candidate
d) To give the other one a break
Henry and Gerald liked interviewing candidates together so that they could both ask questions and
take their own notes, which they could later compare together and get different points of view.
10. Where did Henry and Gerald decide to interview the candidate?
a) In Gerald’s office
b) In the company lobby
c) In Henry’s office
d) In the banking department
Since Henry and Gerald were hiring for a position in their banking department, they decided to
show her around the department itself and then hold the interview there.

Module Seven: The
Interview (II)
Preparing for an upcoming interview
can seem like a daunting task that
takes a lot of preparation. An
effective interview can help find a
qualified candidate quickly while
weeding out the applicants that are
not
Confidence has
a lot to do with
interviewing –
that and timing.
Michael
Parkinson

Tell Me About My Company
Applicant
should have
information
Common
knowledge
Red flag
moment

Distractions
Turn off phones
Check the area
Notify peers
What if applicants phone rings?

Interview More Than Once
Better than
one
Expand on
information
Follow up
questions

Wrap Up
Set expectations
Follow up timeframes
Verify information

Case Study
Sandy was following up with a candidate she
interviewed over the phone
Josh seemed like a good candidate and held another
interview with him
Sandy asked him several questions about his resume
Sandy felt good about her selection and made notes to
move him further through the hiring process.

Module Seven: Review Questions
1. A candidate that does not know anything about the company in an
interview shows what?
a) The candidate is very busy
b) A lack on initiative
c) A quick learner
d) The candidate tried to find out but couldn’t
2. What is one thing a candidate should know about the company?
a) The number of employees that were recently hired
b) The name of the department managers
c) What the company produces/does
d) What the company does for a Christmas party

3. If a cell phone is not turned off before an interview, it is a sign of
what?
a) Carelessness
b) Forgetfulness
c) Disrespect
d) Indifference
4. One example of a distraction in an office area is what?
a) Stacks of paperwork
b) The candidate’s resume
c) A cup full of pens
d) An empty trash can

5. What is a benefit of conducting more than one interview?
a) To lead on the candidate
b) To have more time to decide on a candidate
c) To kill time
d) To cover more topics
6. A second interview is best to discuss what?
a) Job specific details
b) Previous work experience
c) Job interest
d) Education experience

7. When wrapping up an interview, don’t forget to
____________________.
a) Tell the applicant about the job salary
b) Verify the applicant’s contact information
c) Ask the applicant for more references
d) Tell the applicant about the stock offering
8. Before letting the applicant leave, offer them what?
a) A piece of candy
b) The names of department head
c) A reasonable follow up time
d) A key to the employee lounge

9. What type of interview did Sandy conduct first with Josh?
a) An interview over email
b) A phone interview
c) A face-to-face interview
d) A group interview
10.What did Sandy do before letting Josh go from the interview?
a) Asked for his phone number
b) Told him about the salary offer
c) Asked him about his resume
d) Check for questions

1. A candidate that does not know anything about the company in an interview shows what?
a) The candidate is very busy
b) A lack on initiative
c) A quick learner
d) The candidate tried to find out but couldn’t
If a candidate arrives to an interview without knowing anything about the company, it sends a red
flag up for the interviewer. This behavior not only shows a lack of initiative, but can also show a
serious lack of interest or enthusiasm.
2. What is one thing a candidate should know about the company?
a) The number of employees that were recently hired
b) The name of the department managers
c) What the company produces/does
d) What the company does for a Christmas party
Before a candidate arrives for an interview, they should know what the company makes (products)
or does (services). If they do not know this information, it shows that they do not care much for the
company and are not looking to be a part of a long term team.

3. If a cell phone is not turned off before an interview, it is a sign of what?
a) Carelessness
b) Forgetfulness
c) Disrespect
d) Indifference
Cell phones are a big distraction in many places, especially in an interview. It is a respectful courtesy
to turn off a cell phone before entering a meeting or personal conversation. If either party does not
do this, it is a sign of disrespect.
4. One example of a distraction in an office area is what?
a) Stacks of paperwork
b) The candidate’s resume
c) A cup full of pens
d) An empty trash can
A stack of paperwork or papers scattered over a desk can be a big distraction during an interview
since it can make your mind wander to other things. Clear out the paper before bringing in the
interview candidate.

5. What is a benefit of conducting more than one interview?
a) To lead on the candidate
b) To have more time to decide on a candidate
c) To kill time
d) To cover more topics
Often times interviews only last 15-20 minutes, which doesn’t leave much time to discuss anything.
Many managers conduct multiple interviews if they feel good about the first one, which can give
them more time to discuss the job further and find out more information from the candidate.
6. A second interview is best to discuss what?
a) Job specific details
b) Previous work experience
c) Job interest
d) Education experience
A second interview is normally given after an introductory interview that has already covered basic
information about the job. If a candidate is called for a second interview, the interviewer can focus
on job details, such as duties, tasks, and salary.

7. When wrapping up an interview, don’t forget to ____________________.
a) Tell the applicant about the job salary
b) Verify the applicant’s contact information
c) Ask the applicant for more references
d) Tell the applicant about the stock offering
While wrapping up an interview with an applicant, remember to verify their contact information to
ensure they can be reached when you make a decision.
8. Before letting the applicant leave, offer them what?
a) A piece of candy
b) The names of department head
c) A reasonable follow up time
d) A key to the employee lounge
After wrapping up an interview, give the applicant a reasonable time you will follow up with them
and let them know something. Do not give specific times (one week, three days) since you don’t
know for sure and don’t want to get their hopes up.

9. What type of interview did Sandy conduct first with Josh?
a) An interview over email
b) A phone interview
c) A face-to-face interview
d) A group interview
The first interview Sandy conducted with Josh was a phone interview. After that
she decided to have a face-to-face interview with him.
10. What did Sandy do before letting Josh go from the interview?
a) Asked for his phone number
b) Told him about the salary offer
c) Asked him about his resume
d) Check for questions
Before the interview was over, Sandy asked Josh if he had any questions or
concerns to ask of her. This is a good way to wrap up any interview.

Module Eight: Selection
Process (I)
Of course, this is another process in
itself, which can involve employee
testing, profile set up and even
background checks. Know the
candidate you want to select before
taking them to the next lengthy step
of the hiring process.
The key for us,
number one, has
always been
hiring very
smart people.
Bill Gates

Testing
Hypothetical
situations
Drug tests
Skill tests
Dependent
on position

Look for Passion and Enthusiasm
Passion Enthusiasm Success

Background Checks
Security for the company
Inform the applicant
Consent may be required
May be a condition on being hired

Trust Your Instincts
Trust
your
feelings
Body
language
Strong
indicator

Case Study
Amber finished interviewing a candidate for
an opening as a telephone operator
She already conducted a background check, which
came back clean and clear
He seemed very enthused about the position
Despite his initial friendliness and good test scores,
Amber’s gut told her he would not be a good match

Module Eight: Review Questions
1. What is an example of a test used for new employees?
a) An eye test
b) A typing test
c) A math test
d) A navigation test
2. Over 90% of jobs require what kind of test?
a) A writing test
b) A customer service test
c) A drug test
d) A vision test

3. Employees that do not have job enthusiasm can lead to what?
a) Increased boredom
b) More vacation time requests
c) Lower productivity
d) Depression
4. One sign of job enthusiasm includes what?
a) Desire to learn or train
b) Coming to work every day
c) Clocking in on time
d) Wanting to take time off

5. Background checks are a form of what?
a) Paperwork
b) Hassle
c) Obstacle
d) Security
6. Applicants must give what in order to conduct a background check?
a) Consent
b) A fee
c) A photo ID
d) References

7. Second guessing your instincts can cause what?
a) An annoyed candidate
b) A prolonged hiring process
c) A quick interview
d) A longer written application
8. What is one thing that can impact our instincts?
a) Forms of handwriting
b) Choice of clothing
c) Body language
d) Hairstyles

9. What was one of the tests Amber had the candidate complete?
a) A TB test
b) A typing test
c) An essay test
d) A driving test
10. What was one thing that made Amber doubt hiring the candidate for the job?
a) He did not dress properly for the interview
b) He talked too much
c) He wiped his nose on his sleeve
d) He did not make eye contact with her

1. What is an example of a test used for new employees?
a) An eye test
b) A typing test
c) A math test
d) A navigation test
Typing tests are a common test to use for new hires, especially in a job that uses computers on a
daily basis. It measures a person’s words typed per minute, which many companies require it to be
within a certain range.
2. Over 90% of jobs require what kind of test?
a) A writing test
b) A customer service test
c) A drug test
d) A vision test
Drug tests used to only be administered to certain positions, usually in management. However,
today they are a requirement in almost all positions and have become a routine test to order.

3. Employees that do not have job enthusiasm can lead to what?
a) Increased boredom
b) More vacation time requests
c) Lower productivity
d) Depression
Employees that do not have job passion or job enthusiasm often lose interest and pride in their
work and do not perform as well as they usually do. This can lead to lower productivity and
employee morale.
4. One sign of job enthusiasm includes what?
a) Desire to learn or train
b) Coming to work every day
c) Clocking in on time
d) Wanting to take time off
A desire to learn new parts of the job or be trained in other areas is a sign of job enthusiasm and
displays that an employee is sincerely interested in their position and what they do.

5. Background checks are a form of what?
a) Paperwork
b) Hassle
c) Obstacle
d) Security
Background checks are a form of security that help protect the name and legal face of the company.
For instance, certain positions (teachers, nurses, etc.) cannot be in particular environments with a
criminal background since they usually cannot be around certain groups of people (such as
children, the elderly, men/women).
6. Applicants must give what in order to conduct a background check?
a) Consent
b) A fee
c) A photo ID
d) References
A company must obtain consent from the applicant before running a background check. Consent is
often included on the application itself, but can also be done separately on different forms.

7. Second guessing your instincts can cause what?
a) An annoyed candidate
b) A prolonged hiring process
c) A quick interview
d) A longer written application
If a hiring manager second guesses their instincts and tries to change them, it can lead to multiple
interviews or screenings, which can lead to a prolonged hiring process.
8. What is one thing that can impact our instincts?
a) Forms of handwriting
b) Choice of clothing
c) Body language
d) Hairstyles
Our instincts can be impacted or influenced by the body language we observe on others, such as
eye rolling or hand waving. They can make us feel an array of emotions, which can change how our
gut feeling reacts to people.

9. What was one of the tests Amber had the candidate complete?
a) A TB test
b) A typing test
c) An essay test
d) A driving test
One of the tests Amber asked the candidate to complete was a typing test. She also had him
complete a customer service test based on the job specifications.
10. What was one thing that made Amber doubt hiring the candidate for the job?
a) He did not dress properly for the interview
b) He talked too much
c) He wiped his nose on his sleeve
d) He did not make eye contact with her
Amber noticed that when the candidate was preparing to leave, he did not make eye contact
with her. This made Amber’s gut feeling doubt hiring him.

Module Nine: Selection
Process (II)
The selection process is no easy
task and can often take days or
weeks to complete thoroughly.
Sometimes this can scare
potential employees away while
others don’t mind the wait to
join your team.
A company is
only as good as
the
people it keeps.
Mary Kay Ash

Education Level vs. Experience
Depends on
the position
Find the
right balance

Have a Consensus
Consult with all interviewers
Compare notes and ratings
Ask for opinions and perspectives
Come to an agreement

Keep Non-Hires on File
Future use
Good
resource
Rank the

Checking References
Prepare questions
What do you want to know?
Use them as a guide
Offers insight

Case Study
Brad was trying to select a candidate for the
marketing department
He interviewed the candidate with a panel
They reviewed notes taken and compared their
different ratings
Created a separate files for non hires to use at a later
date

Module Nine: Review Questions
1. What is one benefit of having more education?
a) Getting to work with lots of other students
b) Having the latest knowledge of the industry
c) Knowing how to follow directions
d) Having more knowledge of grading guidelines
2. What is one benefit of having more experience?
a) Having more people skills
b) Knowing more about industry establishments
c) Having more first-hand knowledge
d) Gaining more vacation time

3. What is a consensus?
a) A count of employees
b) A written contract
c) A joint agreement
d) A verbal agreement
4. What is one way to build a consensus?
a) Compare opinions
b) Talk over each other
c) Think independently
d) Write a report

5. What is one reason to keep files for non-hired candidates?
a) In case of a law suit
b) To have everyone’s home phone number
c) In case the candidate asks for their records.
d) To revisit later if needed
6. When storing files of non-hired candidates, it is a good idea to store
them by what?
a) Desire to hire
b) Hair color
c) Height
d) Order they were interviewed

7. When checking references, ask to speak to whom?
a) A coworker
b) A manager
c) The CEO
d) The secretary
8. Before calling a candidate’s references, be sure to have what?
a) Consent from the applicant
b) A fake name to give
c) A list of prepared questions
d) An address to send a thank you card

9. What was one positive attribute about the candidate?
a) He had a lot of customer service experience
b) He recently obtained a marketing degree
c) He won an award for a marketing campaign
d) He recently moved back from Paris, France
10.Why did the panel keep the non-hire paperwork on file?
a) To invite them to the company Christmas party
b) In case they change their mind later about their decision
c) To make of list of people who can’t interview again
d) In case their first choice fell through

1. What is one benefit of having more education?
a) Getting to work with lots of other students
b) Having the latest knowledge of the industry
c) Knowing how to follow directions
d) Having more knowledge of grading guidelines
Candidates with more education than experience have the opportunity to learn some of the latest
information about the industry, as well as become accustomed with how the industry works and
functions.
2. What is one benefit of having more experience?
a) Having more people skills
b) Knowing more about industry establishments
c) Having more first-hand knowledge
d) Gaining more vacation time
Candidates with more experience than education have the advantage of know the industry with
first-hand knowledge, so they have experienced how the industry works and changes over time.

3. What is a consensus?
a) A count of employees
b) A written contract
c) A joint agreement
d) A verbal agreement
A consensus is loosely defined as a joint agreement among colleagues or coworkers. A consensus is
useful when collaborating on ideas or projects, such as hiring a new employee.
4. What is one way to build a consensus?
a) Compare opinions
b) Talk over each other
c) Think independently
d) Write a report
A group can work together to compare and discuss their opinions, notes and ideas to form a solid
consensus.

5. What is one reason to keep files for non-hired candidates?
a) In case of a law suit
b) To have everyone’s home phone number
c) In case the candidate asks for their records.
d) To revisit later if needed
One reason to keep the files of the candidates not chosen for hiring is to have on hand if they need
to be revisited later, such as for a new position opening or if the manager’s first choice does not
accept the position.
6. When storing files of non-hired candidates, it is a good idea to store them by what?
a) Desire to hire
b) Hair color
c) Height
d) Order they were interviewed
When storing files for candidates that were not hired this time, it is best to sort them by a rank
system, such as most likely to be hired or the most qualified. This way, the next qualified choices
will be easy to access first.

7. When checking references, ask to speak to whom?
a) A coworker
b) A manager
c) The CEO
d) The secretary
When checking references, always ask for a manager or the human resources department. Not only
will these calls be documented as to who you spoke with, but they will be the ones to give unbiased
and straightforward answers to your questions.
8. Before calling a candidate’s references, be sure to have what?
a) Consent from the applicant
b) A fake name to give
c) A list of prepared questions
d) An address to send a thank you card
Before contacting a reference, be sure to know what kind of information you want to know from
them. Making a list of prepared questions will ensure that you don’t forget to ask about anything.

9. What was one positive attribute about the candidate?
a) He had a lot of customer service experience
b) He recently obtained a marketing degree
c) He won an award for a marketing campaign
d) He recently moved back from Paris, France
When the panel reviewed the candidate qualifications and experience, they were impressed by the
fact the candidate recently went back to school and earned his degree. This is one attribute that the
panel liked about him.
10. Why did the panel keep the non-hire paperwork on file?
a) To invite them to the company Christmas party
b) In case they change their mind later about their decision
c) To make of list of people who can’t interview again
d) In case their first choice fell through
A good practice is to keep non-hire information on file for an extended amount of time. This can be
beneficial if the team’s first choice does not work out or if another position might come open in the
future.

Module Ten: Making an
Offer
Now is the time to make the job
offer, which is an offer that contains
the details of topics such as job title,
job responsibilities, salary, and
benefits. The job offer can be
negotiable, but in the end, it is up to
you who will fill the position.
You can employ
men and hire
hands to
work for you,
but you must
win their hearts
to have them
work with you.
Merle Shain

Do it Quickly
Time is
important
Set a deadline
Candidate may
lose interest

Employment Details
Title
Duties and tasks
Salary information
Benefits

Notify Rejected Candidates
Time is important
Respect and courtesy
Thank them
Feedback – if possible

Be Creative
Be flexible
Negotiate
Work-life balance

Case Study
Angela had finally chosen a candidate for the
open position in the accounting department
Angela offered her the open position and told her
what the job offer included
Stacey was very happy to have the job, but she
preferred not to work early mornings
Angela was flexible and arranged a schedule a little
later in the morning and some weekends

Module Ten: Review Questions
1. Why is it important to make a job offer quickly after an interview?
a) The candidate could pester the office
b) The candidate may lose interest
c) The manager may lose interest
d) The manager may change their mind
2. What should the hiring manager do if the candidate does not
answer right away?
a) Beg for an answer right away
b) Retract the job offer
c) Set a deadline for an answer
d) Send the offer again

3. Including employment details in the job offer does what for the
candidate?
a) Gives them a bigger to do list
b) Begins employee training early
c) Creates a better picture of the job
d) Makes them want to quit before they start
4. Which of the following should be included in the employment details?
a) Job assignments
b) Salary offer
c) Vacation time
d) Dress code

5. Why is it important to notify rejected candidates?
a) It makes them stop bugging you about it
b) It keeps them from feeling despaired
c) It allows the manager to focus on the hired candidate
d) It allows candidates to move on
6. What is one way to properly notify a rejected candidate?
a) With a phone call
b) By email
c) Posting it on Twitter
d) Sending a Facebook message

7. What is a benefit of being more creative with a job offer?
a) The manager gets to have their way
b) The employees are happier
c) The manager has less work to do
d) The employee gets to make all of the decisions
8. Job offers should always remain _____________.
a) Solid
b) Unyielding
c) Negotiable
d) Vague

9. What is one example of how Angela was flexible with the job offer?
a) Offered Stacey another position in the department
b) Altered Stacey’s work hours to fit her home schedule
c) Told Stacey she could have more vacation time
d) Outlines Stacey’s work hours for the next six months
10.What did Angela plan to do after her meeting with Stacey?
a) Take a small vacation
b) Redecorate the department
c) Look into another open position to fill
d) Contact the candidates she decided not to hire

1. Why is it important to make a job offer quickly after an interview?
a) The candidate could pester the office
b) The candidate may lose interest
c) The manager may lose interest
d) The manager may change their mind
As time passes after an interview, if the candidate has not heard anything from the hiring
manager then they may lose interest and decide to go elsewhere to interview.
2. What should the hiring manager do if the candidate does not answer right away?
a) Beg for an answer right away
b) Retract the job offer
c) Set a deadline for an answer
d) Send the offer again
If the candidate does not give an answer right away, agree on a deadline for them to make decide
on the offer. This allows them the freedom to think it over, but stresses that you will not wait
forever for them

3. Including employment details in the job offer does what for the candidate?
a) Gives them a bigger to do list
b) Begins employee training early
c) Creates a better picture of the job
d) Makes them want to quit before they start
When a job offer is made to a candidate, the offer should include the employment details to better
describe the job and its duties. This can create a more vivid picture of the job and tell the candidate
more about what it includes.
4. Which of the following should be included in the employment details?
a) Job assignments
b) Salary offer
c) Vacation time
d) Dress code
Job assignments are a specific aspect of the position and should be included when explaining the
employment details.

5. Why is it important to notify rejected candidates?
a) It makes them stop bugging you about it
b) It keeps them from feeling despaired
c) It allows the manager to focus on the hired candidate
d) It allows candidates to move on
Sometimes candidates will not apply for other companies if they are waiting on a reply from
another. It is always suggested to call the candidates which were not hired to notify them of the
company’s choice and allowing them to move on to the next prospect.
6. What is one way to properly notify a rejected candidate?
a) With a phone call
b) By email
c) Posting it on Twitter
d) Sending a Facebook message
Notifying a rejected candidate can be delicate and stressful, but it should always be done in a
professional manner. Use professional methods of contact, such as by a phone call or printed letter.

7. What is a benefit of being more creative with a job offer?
a) The manager gets to have their way
b) The employees are happier
c) The manager has less work to do
d) The employee gets to make all of the decisions
When employees feel as though their manager is willing to work with them and be flexible with
their employment, they feel happier at work and are more willing to be creative and flexible in
return when needed.
8. Job offers should always remain _____________.
a) Solid
b) Unyielding
c) Negotiable
d) Vague
When employees feel like they have a say in what they do at work and can openly make suggestions
or requests, they are more productive and will often work with management when they need
something, rather than just openly demand it.

9. What is one example of how Angela was flexible with the job offer?
a) Offered Stacey another position in the department
b) Altered Stacey’s work hours to fit her home schedule
c) Told Stacey she could have more vacation time
d) Outlines Stacey’s work hours for the next six months
Since Stacey needed to be at home in the mornings, Angela arranged for her to come in later in the
day, but as a trade she had to come in on the weekends.
10. What did Angela plan to do after her meeting with Stacey?
a) Take a small vacation
b) Redecorate the department
c) Look into another open position to fill
d) Contact the candidates she decided not to hire
Since Stacey had accepted the job offer, Angela knew the next step was to call the candidates they
decided not to hire and let them know they had filled the position. This is a courtesy that lets them
know their decision and doesn’t lead them on.

Module Eleven:
Onboarding
Now that you have made your
selection and brought a new
employee into the company, it is time
for them to begin the onboarding
process by being trained, mentored
and learn how doing well in their
position can benefit the company as
a whole.
What high-
performing
companies
should be
striving to
create: a great
place for
great people to
do great work.
Marilyn
Carlson

Training and Orientation
Policies
Employee
role
Procedures
Filling out
forms

Mentoring
Provides
guidance
Increases
retention
Monitor
progress

30-60-90 Day Reviews
Gauge how they are adjusting
Review current progress, and
make goals
Determine if further scheduled
reviews will be needed

Make Them Feel Welcome
Welcome wagon
Introductions between
employees
Be available for questions and
assistance

Case Study
Samuel welcomed his new employee,
Melody, to the business office
He wanted her to feel like part of the team
30, 60, and 90 day reviews and what they mean for her
He hoped she felt right at home and would enjoy
working with his team

Module Eleven: Review
Questions
1. Orientation typically covers what?
a) Job assignments
b) Company policies and procedures
c) Department processes
d) Job tasks
2. What is one topic of training new employees?
a) Dress code
b) Employee benefits
c) Reviewing job duties
d) Contacting human resources

Questions
3. How does mentoring benefit the new employee?
a) Makes sure they don’t break anything
b) Monitors their production stats
c) Guides them as they learn a new job
d) Gives them a report of their activity at the end of the day
4. Who can be a mentor to a new employee?
a) A coworker
b) A manager
c) A team lead
d) All of the above

Questions
5. 30-60-90 day reviews are important in order to offer what to the
employee?
a) Discipline
b) A paycheck
c) Vacation time
d) Feedback
6. What is one thing to establish during each review?
a) New goals
b) Break times
c) Shift hours
d) New work orders

Questions
7. What is one way of making an employee feel welcome in the
company?
a) Throw them a party
b) Introducing them to everyone
c) Have them watch a video about the company
d) Let them watch the other employees work for a while
8. After welcoming a new employee, assure that you will what?
a) Be watching them closely
b) Follow up with them in 30 days
c) Be available for assistance
d) Send them an email periodically

Questions
9. How did Samuel help Melody when she began to work on her own?
a) Gave her his number
b) Assigned her a mentor
c) Offered her an employee manual
d) Made her shadow another coworker for a day
10.How did Samuel help Melody prepare for her upcoming reviews?
a) Gave her all the correct answers to the test
b) Made a list of things to count off for
c) Told her what to memorize
d) Made goals together

Questions
1. Orientation typically covers what?
a) Job assignments
b) Company policies and procedures
c) Department processes
d) Job tasks
Orientation is given to all new employees and generally covers information pertaining to the
company as a whole, such as policies, procedures, administration, and staffing needs.
2. What is one topic of training new employees?
a) Dress code
b) Employee benefits
c) Reviewing job duties
d) Contacting human resources
Employee training is more focused on the assigned job and covers aspects such as job duties, tasks,
responsibilities, and job processes. This can be done one-on-one or in a group setting.

Questions
3. How does mentoring benefit the new employee?
a) Makes sure they don’t break anything
b) Monitors their production stats
c) Guides them as they learn a new job
d) Gives them a report of their activity at the end of the day
When an employee is mentored, they will feel more welcome in the company and feel as though
they have support to help them. A mentor can help guide the employee as they learn their new
duties, which will make them feel more confident over time.
4. Who can be a mentor to a new employee?
a) A coworker
b) A manager
c) A team lead
d) All of the above
A new employee can be mentored by a number of people on the job, such as a coworker or
manager. The mentor must be willing to offer advice, assistance, and guidance when needed and
help the employee succeed.

Questions
5. 30-60-90 day reviews are important in order to offer what to the employee?
a) Discipline
b) A paycheck
c) Vacation time
d) Feedback
Reviews are an important tool to offer feedback to the employee. They allow the employee to see
how they are doing from their last check point and determine what they need to learn before the
next one.
6. What is one thing to establish during each review?
a) New goals
b) Break times
c) Shift hours
d) New work orders
During each review milestone, it is important to set new goals for the employee. These goals can
include minor steps, such as learning a new skill or increasing some form of productivity, and can
grow to larger steps, such as being promoted.

Questions
7. What is one way of making an employee feel welcome in the company?
a) Throw them a party
b) Introducing them to everyone
c) Have them watch a video about the company
d) Let them watch the other employees work for a while
A common way to make a new employee feel welcome in a new group is to introduce everyone and
make everyone feel more acquainted. Employees will feel less scared in a new environment when
they are able to know the people they work with.
8. After welcoming a new employee, assure that you will what?
a) Be watching them closely
b) Follow up with them in 30 days
c) Be available for assistance
d) Send them an email periodically
Sometimes the best way to welcome an employee is to let them know that you are available when
they need help. The employee will feel less nervous about starting in a new place when they know
who they can go to for assistance.

Questions
9. How did Samuel help Melody when she began to work on her own?
a) Gave her his number
b) Assigned her a mentor
c) Offered her an employee manual
d) Made her shadow another coworker for a day
Samuel knew Melody was ready to learn on her own, but he assigned her a coworker as a mentor
to help her as she learned the job and could guide her while she worked. Having a mentor often
proves beneficial to new employees and helps them feel less alone and lost.
10. How did Samuel help Melody prepare for her upcoming reviews?
a) Gave her all the correct answers to the test
b) Made a list of things to count off for
c) Told her what to memorize
d) Made goals together
When Samuel explained the 30, 60 and 90 day reviews, he worked with Melody to make goals she
could work to achieve and outline areas to learn before the reviews come up. This helps keep her
focused and give her something to work toward.

Module Twelve:
Wrapping Up
Although this workshop is coming to a
close, we hope that your journey to
improve your Hiring skills is just
beginning.
Please take a moment to review and
update your action plan. This will be a
key tool to guide your progress in the
days, weeks, months, and years to
come.
We wish you the best of luck on the rest
of your travels!
You’re only as
good as the
people you hire.
Ray Kroc

Words from the Wise
When hiring key employees, there are only
two qualities to look for: judgment and
taste. Almost everything else can be bought
by the yard.
John W.
Gardner
Good management consists of showing
average people how to do the work of
superior people.
John D.
Rockefeller
When you hire people that are smarter
than you are, you’ve proven that you are
smarter than they are
R.H. Grant

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