SOP: Hiring Process
1. Determine Staffing Needs
Identify that additional help is required in a specific area of the business.
Executive head assesses workload and resource needs.
2. Create Job Description
Carlos will work with owners to finalize the job position, including role specifics and compensation.
Details to include:
Job Title
Role Summary (e.g., primary responsibilities)
Responsibilities (list day-to-day tasks)
Required Skills
Qualifications (e.g., degrees, certifications, years of experience)
Compensation Range
Opportunities for Growth
Please refer to this template in creating job description.
3. Choose Hiring Channels
Determine the most suitable platforms to post the job.
Options:
Job boards (e.g., Indeed, LinkedIn)
Social Media (e.g., Facebook, Instagram)
Ads (e.g., Google Ads, sponsored posts)
4. Obtain Approval from Executives
Present the job description and compensation details to the executive team for approval.
Executives will ensure the job post is approved before proceeding.
5. Candidate Screening
Initial screening of candidates based on their qualifications.
Qualify candidates based on the skills and qualifications listed in the job description.
Click link Candidate Tracker to organize all candidates interested in the position.
6. Schedule Interviews for Qualified Candidates
Set up interviews for candidates who pass initial screening.
Steps:
Phone Interview (handled by Bianca)
Personality Assessment (ensure candidate fits the company culture)
Google Meet Interview (conducted by Daniel and Carlos)
7. Select Candidate and Send Offer
Choose the best candidate and send a congratulations email.
Include:
New hire packet (job offer, onboarding documents, company policies)
8. Final Notes
All steps to be tracked in the candidate tracker for monitoring the hiring pipeline.