Recruiting checklists, forms, tips, and templates

to make hiring easier and faster

 WELCOME
T O T H E U LT I M AT E R E C R U I T I N G T O O L B O X F O R 2 0 1 8

Plus lots more

T W O W AY S T O U S E T H E S E F O R M S
CONTENTS
Build better hiring
manager relationships
IDENTIFY HIRING REQUIREMENTS
 B U I L D B E T T E R R E L AT I O N S H I P S

Hiring manager intake form

Job title Location Level (entry, senior, etc.)

Manager Department Target start date

Reason for hire (filling a gap, new role need) Other notes or considerations

Core responsibilities Industry experience necessary?

Required skills Nice-to-have skills

Sample career trajectory

Target companies Universities Titles

Any internal candidates to consider?

List of top performers on the team

C on tin u ed on n ext page →

5
 B U I L D B E T T E R R E L AT I O N S H I P S

Hiring manager intake form

Compensation
Range Bonus Equity

Interview process
Interview process (ex: batch days, panel interview, align on how to brief and debrief candidates)

Must-have interviewers

Timeline
Key milestones and timing Cadence of check-ins

Candidate satisfaction survey required? Target NPS (net promoter scores, if applicable)

Level of priority (1–5) Expected turnaround response time

Feedback expectations (quality and timeline) Ability to use folders in LinkedIn Recruiter

Preferred method of delivering status updates (reoccurring meetings, emails, phone calls, texts, etc.)

Ability to access and use job referrals

Immediate action items

6
Write great job
descriptions
T I P S F O R AT T R A C T I N G T O P TA L E N T
 W R I T E G R E AT J O B D E S C R I P T I O N S

Pitfalls to avoid in job posts

Data Ninja
San Francisco, CA US
Posted 2 weeks ago | 489 views

titles.

Job Description
The ideal candidate will use their passion for big data and analytics to provide insights
to the business, covering a range of topics. They will be responsible for conducting both
recurring and ad hoc analysis for business users.
creative here.
Responsibilities
• Understand the day-to-day issues that our business faces
• Compile and analyze data related to business-to-business transactions
• Develop clear visualizations to convey complicated data in a straightforward fashion
• Help assess new technologies for data scientists
• Partner with researchers and product managers in the R&D organization to build
scalable models
• Build tools for data scientists to use, expedite, and improve the quality of their
research
• Ensure the data conforms to the quality expectations of the organization
• Prioritize, document, and organize work to meet deadlines
• Investigate non-standard requests and problems with some assistance from others

Qualifications
Ideal candidate will have a Bachelor’s or Master’s degree in statistics or applied
mathematics, should have 3–5 years of data analysis experience, and be proficient in SQL
and other database technologies.

Perks
• Rockstar coworkers
• Work-from-home days
• Tasty snacks

8
 W R I T E G R E AT J O B D E S C R I P T I O N S
Job post best practices
ensures the role is clear.
- •
most important.
Bullets help convey
Data Analyst
San Francisco, CA US
Posted 2 weeks ago | 489 views
Job Description
Our Data and Analytics team focuses on creating competitive advantage for Flexis and our
customers through novel data infrastructure, metrics, insights, and data services. We’re a
small but rapidly growing data science and engineering team that builds and leverages
state-of-the-art analytics systems.
Ideal candidates will use their passion for big data and analytics to provide insights to
the business, covering a range of topics. They will be responsible for conducting both
recurring and ad hoc analysis for business users.
Responsibilities
• Compile and analyze data related to business transactions
Develop clear visualizations to convey complicated data in a straightforward fashion
• Transform data from one source or format to another, importing it into our product
• Gain an understanding of our product, our customers' data, and the industry to
inform data adjustments and quality
Qualifications
• Bachelor’s or Master’s degree in statistics or applied mathematics or equivalent
experience
• 3–5 years data analysis experience
• Proficient in SQL and database technologies
Perks
• Supportive and creative work environment
• Fully paid health and dental
• 15 paid days off
• 401(k) plan
• Snacks (of course)
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 W R I T E G R E AT J O B D E S C R I P T I O N S

Use non-biased language to

drive diversity

. Here’s a list

Avoid male-bias words

• Instead, choose words like
• Competitive
•
•
• Ninja •
• Decisive
• •
• • Chairperson
• Chairman

Avoid female-bias words Instead, choose words like

•
•
•
• Polite • Courteous
•
•
• Honest
• Loyal •
• Empathetic
•
• Quality

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 W R I T E G R E AT J O B D E S C R I P T I O N S

10 job templates that work

C l i ck on th e j ob t it le s b e lo w t o vie w e a c h t e m p la t e .

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 W R I T E G R E AT J O B D E S C R I P T I O N S

10 job templates that work

T E M P L AT E 1 T E M P L AT E 2

Software engineer* Project manager

Job Description Job Description

them systematically.

Responsibilities

Responsibilities
applications

complete projects on time

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 W R I T E G R E AT J O B D E S C R I P T I O N S

10 job templates that work

T E M P L AT E 3 T E M P L AT E 4

Account manager Executive assistant

Job Description Job Description

Responsibilities

ensure customers’ successes

preparations.

Responsibilities

customers’ accounts

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 W R I T E G R E AT J O B D E S C R I P T I O N S

10 job templates that work

T E M P L AT E 5 T E M P L AT E 6

Business development Sales manager*

manager Job Description

Job Description

Responsibilities
Responsibilities

project success

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 W R I T E G R E AT J O B D E S C R I P T I O N S

10 job templates that work

T E M P L AT E 7 T E M P L AT E 8

Business analyst Account executive

Job Description Job Description

Responsibilities

Responsibilities
process

15
 W R I T E G R E AT J O B D E S C R I P T I O N S

10 job templates that work

T E M P L AT E 9 T E M P L AT E 1 0

Product manager Marketing manager

Job Description Job Description

opportunities.

Responsibilities
Responsibilities

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 W R I T E G R E AT J O B D E S C R I P T I O N S

Checklist: optimize your

job post for search

1. Avoid gimmicky titles

legal ninja or digital overlord

2. Put title and location front and center

3. Brainstorm other terms that people might use

4. Don’t overdo the keywords

5. Share, share, share

6. Add links to top sites

7. Make your site responsive

8. Focus on quality

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Find the best talent
TOP SOURCES FOR HIGH-QUALITY
C A N D I D AT E S
 F I N D T H E B E S T TA L E N T

Tips for sourcing quality hires

Employee referral programs

When to use:

Professional networks

When to use:

19
 F I N D T H E B E S T TA L E N T

Tips for sourcing quality hires

Internal hires

When to use:

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resumes
IDENTIFY HIGH AND LOW PERFORMERS
 REVIEW PROFILES AND RESUMES

Checklist: what to look for

Overarching themes High-performer indicators

Loyalty

What are the circumstances or

’s also important to Results and data driven

Group and community

there’s overlap. involvement

Flexibility

their communities.

Growth mind-set Recommendations

22
 REVIEW PROFILES AND RESUMES

Checklist: what to look for

Discrepancies

Short job tenure

Vague language

Mistakes and typos

Dishonesty

Common lies seen on resumes include:

their salary

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W R I T E I N M A I L M E S S A G E S T H AT W O R K

•
•
 S TA R T E F F E C T I V E O U T R E A C H

Checklist: InMail best practices

Time it right

Stick to weekdays

Customize each InMail

Craft smart subject lines

Make the role feel aspirational

25
 S TA R T E F F E C T I V E O U T R E A C H

Attract top talent with

every message

Christine Witt

Are you ready to try something new?

Use a personal
approach

KTR Partners.

call to action

26
 S TA R T E F F E C T I V E O U T R E A C H

Tips to boost InMail

response rates

’
’

27
Build your talent brand
on social
S H O W C A S E Y O U R C U LT U R E
 B U I L D Y O U R TA L E N T B R A N D O N S O C I A L

8 tips to create a strong

talent brand

1 Make your culture shine

2 Target your messages

Stay energetic

inspiration.

Look in the mirror

Be visual

Inform your leadership

Don’t bite off more than you can chew

8 Ask employees to spread the word

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 B U I L D Y O U R TA L E N T B R A N D O N S O C I A L

Best-in-class LinkedIn
Career Pages

cost per
hire that’s 2x lower 28% lower turnover rate

30
 B U I L D Y O U R TA L E N T B R A N D O N S O C I A L

Best-in-class talent
recruitment videos

international positions.

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Hold a phone screening
ASSESS INITIAL FIT

whether an on-site interview is worth your time.

 HOLD A PHONE SCREENING

Checklist: initial
screening questions
Background and experience

Company knowledge

Collaboration

33
 HOLD A PHONE SCREENING

Initial evaluation form

Position: Candidate name:

Interview date: Interviewer name:

Possesses core skills needed for the role............................................................

Demonstrates clear communication skills ...........................................................

Demonstrates problem-solving skills and creativity ............................................

Displays strong knowledge and enthusiasm for the company and the role .....

Exhibits high levels of collaboration and excels in a team dynamic .................

...........................

T O TA L

Areas of strength:

Opportunities to improve:

Compensation requirements: Work authorization: Available start date:

Other notes:

34
 HOLD A PHONE SCREENING

Listen for these 3

speech patterns

Pronouns

Research shows:
What to listen for:
400%
more second-person pronouns
90%
more third-person pronouns

Tense

Research shows:
What to listen for:

tense 120% more

tense 70% more.

Voice

Research shows:
What to listen for:
passive voice 40%–50% more than

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Prepare for the interview
BEST PRACTICES AND SETUP CHECKLIST

say that a
 P R E PA R E F O R T H E I N T E RV I E W

Checklist: recruiter
interview prep

Pre-interview email

On-site interview

37
 P R E PA R E F O R T H E I N T E RV I E W

On-site interview prep form

Candidate name:

Position candidate is interviewing for: Interview round:

Hiring manager:

Interview process (Include timeline and list of other interviewers)

Interview location (your office is large, include a map)

Recruiter contact info: Recruiting coordinator contact info:

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 P R E PA R E F O R T H E I N T E RV I E W

Candidate interview
evaluation form

Date: Interviewer(s): Recommendation:

H=Hire
Name of applicant: Position interviewed for: HC=Hold for Consideration
NH=Do Not Hire
BQ=Better Qualified for Another Position

Suggested scoring system:

39
Follow up post-interview
E M A I L T E M P L AT E S T O U S E
 F O L L O W U P P O S T- I N T E R V I E W

email template

Christine Witt

Dear [NAME]

[JOB TITLE]
position at [YOUR COMPANY NAME].

[YOUR NAME]

41
 F O L L O W U P P O S T- I N T E R V I E W

email template

Christine Witt

Dear [NAME]

[JOB TITLE]
position at [YOUR COMPANY NAME]

[DATE]
[DATE]

[YOUR NAME]

42
 F O L L O W U P P O S T- I N T E R V I E W

email template

Christine Witt

Dear [NAME]

[JOB TITLE]

- [NAME] [ROLE]
- [NAME] [ROLE]

[PURPOSE OF INTERVIEW (ex: discuss an

assignment or delve deeper into job duties, etc.)].

[DATE] at [TIME] at [LOCATION]

[YOUR NAME]

43
 F O L L O W U P P O S T- I N T E R V I E W

email template

Christine Witt

Dear [NAME]

[JOB TITLE]. This is a [FULL/PART]-time position with an

[ANNUAL/HOURLY] [$X]
[MANAGER’S NAME] in the [DEPARTMENT]
[OFFICE LOCATION] [DATE].

[LIST OF DOCUMENTS (ex: formal

[DATE]

the team.

[YOUR NAME]

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Onboard new talent
NEW HIRE CHECKLIST

to HR.com

.
 O N B O A R D N E W TA L E N T

Before your new hire starts

assimilation

instructions

it with the new hire

46
 O N B O A R D N E W TA L E N T

Connect with HR to ensure proper

the core team

Bathrooms

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 O N B O A R D N E W TA L E N T

What new hires want

*

76%
On-the-job training

73%
Review of company policies

56%
Company tour, equipment
setup, and procedures

59%
evaluation annually
Having a buddy or mentor

*
What People Really Want

48
 Recruitment solutions
BONUS
from LinkedIn
TOOLS TO MAKE YOUR JOB EASIER –
AND MORE EFFECTIVE
 RECRUITMENT SOLUTIONS FROM LINKEDIN

Reach the right person

for the role

40% 22M 90%

higher applicant quality view jobs on LinkedIn of members are open to
vs. job boards every week new job opportunities

positions at your company.

 RECRUITMENT SOLUTIONS FROM LINKEDIN

Find the right

candidate, faster

PRODUCT HIGHLIGHTS

•
 RECRUITMENT SOLUTIONS FROM LINKEDIN

Build an authentic brand

PRODUCT HIGHLIGHTS

•
 RECRUITMENT SOLUTIONS FROM LINKEDIN

Turn your employees

into recruiters

PRODUCT HIGHLIGHTS

•
accelerate your pipeline
 CONCLUSION
U LT I M AT E R E C R U I T I N G T O O L B O X

As a talent professional, you’re already an expert at every stage

in the recruiting process, so we hope this toolbox provides the
resources you need to recruit smarter and faster in 2018. From
pre-screen to post-hire, LinkedIn is here to help you solve any
challenge that comes your way.

best talent. Founded in 2003, LinkedIn connects the world’s

professionals to make them more productive and successful.
With 530+ million members worldwide, LinkedIn is the world’s
largest professional network.