Free Hiring Manager Checklist Template
Hiring Manager Checklist
Prepared by: [Your Name]
Company: [Your Company Name]
Date: [Date]
This checklist is designed to help hiring managers follow a structured and thorough recruitment process to ensure the best candidate is selected.
I. Job Requirements and Preparation
|
Section |
Action |
Status |
|---|---|---|
|
Review the Job Description |
Ensure the job title, responsibilities, and qualifications are accurate and up-to-date. |
|
|
Define Key Criteria |
Identify the must-have skills, experience, and qualifications required for the role. |
|
|
Set Hiring Timeline |
Determine the expected timeline for the hiring process, including key deadlines. |
|
|
Assemble Interview Panel |
Choose the interview team and assign specific roles to each interviewer. |
|
II. Candidate Screening
|
Section |
Action |
Status |
|---|---|---|
|
Review Applications |
Sort through resumes and cover letters, shortlisting candidates based on key criteria. |
|
|
Pre-screening Call |
Conduct initial phone or video interviews to assess candidates' interest and fit for the role. |
|
|
Screening Criteria |
Use a checklist of qualifications, skills, and experience to ensure consistency in evaluations. |
|
III. Interview Process
|
Section |
Action |
Status |
|---|---|---|
|
Prepare Interview Questions |
Create a standardized list of behavioral, technical, and role-specific questions. |
|
|
Schedule Interviews |
Coordinate interview times with candidates and interview panel members. |
|
|
Conduct Interviews |
Ensure interviews are structured, fair, and aligned with the role requirements. |
|
|
Take Notes |
Document key points, strengths, and concerns during interviews. |
|
IV. Candidate Assessment
|
Section |
Action |
Status |
|---|---|---|
|
Evaluate Candidates |
Review interview notes and rate candidates based on their answers, qualifications, and overall fit. |
|
|
Check Cultural Fit |
Assess if the candidate aligns with the company's values and team dynamics. |
|
|
Skills Assessment |
If applicable, assign and review any practical or technical tests related to the role. |
|
V. Reference and Background Checks
|
Section |
Action |
Status |
|---|---|---|
|
Contact References |
Speak with provided references to validate the candidate's work history and performance. |
|
|
Perform Background Checks |
Run necessary background checks, including criminal, employment, and education verification. |
|
VI. Final Decision and Offer
|
Section |
Action |
Status |
|---|---|---|
|
Review Finalists |
Discuss the top candidates with the interview panel and reach a consensus. |
|
|
Extend Offer |
Once the best candidate is selected, work with HR to extend a formal job offer. |
|
|
Negotiate Terms |
Be prepared to discuss and negotiate salary, benefits, and start date if necessary. |
|
VII. Onboarding Preparation
|
Section |
Action |
Status |
|---|---|---|
|
Prepare Onboarding Plan |
Ensure the candidate has a smooth transition by organizing their onboarding and training. |
|
|
Welcome the Candidate |
Communicate acceptance, ensure workspace readiness, and provide company materials. |
|
