1. Identify hiring need Before a position can be filled, it must be identified as available. Positions are either newly formed or recently vacated. In either case, the hiring staff should meet to generate a prioritized list of job requirements including special qualifications, characteristics, and experience wanted from a candidate. 2. Plan It’s important that all those involved in the hiring decision agree to the hiring process, steps, and communication channels to be used. The plan should include a timeline, recruitment plan, criteria for initial candidate screening, selection committee, interview questions, and instructions for taking notes. 3. Create a job description The agreed-upon job requirements form the basis for the job description. Other necessary information includes essential functions to be performed in the role and the advantages of working for the company (i.e., workplace environment, compensation and benefits, perks, etc.). 4. Post and promote job openings The job listing should be advertised internally so current employees can apply and make referrals. Other avenues for promotion are the company’s website, online job boards, social media, job fairs, and industry publications. 5. Recruiting Beyond passive recruitment via job posts, the hiring staff should seek out qualified candidates via LinkedIn, social media, and industry events. This will ensure that some applications from potential candidates who are not actively searching for new jobs but who may be perfect for the role are received. 6. Applicant screening As job applications arrive by email or via an applicant tracking system (ATS), the hiring staff reviews résumés/CVs and cover letters based on the criteria established in the planning step. Unqualified candidates’ applications are withdrawn from the applicant pool. Qualified candidates are informed of next steps beginning with a screening interview. 7. Screening interview Initial interviews with applicants are typically phone calls with HR representatives. These interviews determine if applicants have the qualifications needed to do the job and serve to further narrow the pool of candidates. HR may also explain the interviewing process during this step. 8. Interviews Depending on the size of the selection committee, several interviews are scheduled for each candidate. Early interviews are typically in-person, one-on-one interviews with applicants and the hiring manager and focus on applicants’ experience, skills, work history, and availability. Additional meetings with management, staff, executives, and other members of the organization can be one-on-one or panel interviews, formal or relaxed, on-site, off-site, or online (Skype, Google Hangouts). These interviews are more in-depth; in some organizations, each interviewer focuses on a specific subject or aspect of the job being filled to avoid overlap between interviews and to discover more about the applicants. Final interviews might be conducted by the company’s senior leadership or an interviewer from a previous round of interviews. These latter-stage interviews are generally extended to a very small pool of top candidates. 9. Applicant talent assessment Before, during, or after interviews, hiring staff often assign applicants one or more standardized tests to assess personality type, talent (also called pre-employment tests), physical suitability for the job, cognition (reasoning, memory, perceptual speed and accuracy, math, and reading comprehension), and/or emotional intelligence. Some organizations also require applicants to take tests or complete assignments to demonstrate professional skills applicable to the open position. 10. Background check One of the final steps prior to making a job offer is conducting background checks to review candidates’ criminal record, to verify employment history and eligibility, and to run credit checks. Some organizations also check social media accounts (Facebook, Twitter, etc.) to make sure potential employees are likely to represent the company in a professional manner. Drug testing may also be warranted, depending on the nature of the job. 11. Decision