Advancing and onboarding
Action Plan Template
A hiring manager’s worksheet for a live search: six goals, from extending a written offer inside sixty days to keeping a backup candidate warm, each with its tactical steps and a status to track.
Action Plan Template
A hiring manager’s worksheet for a live search: six goals, from extending a written offer inside sixty days to keeping a backup candidate warm, each with its tactical steps and a status to track.
A working plan for a hiring manager running a search. Each goal carries the tactical steps behind it and a status you fill in as the search moves.
Goal
Tactical Steps
Status
The six goals
Extend written offer to top candidate in < 60 days
- Closely follow my employer’s SOP
- Provide candidates with SOP ahead of time
- Back into hire date, considering: 2 weeks for recruiting, 2 days for 1st round of F2F’s, 2-3 days for field travel, 1 day for 2nd round of F2Fs, 1 day for finals, 2-3 days for offer prep & execution
- Equip my recruiting partner with all the details they’ve requested
- Schedule out others ahead of time, who are involved in the decision making process
Eliminate candidate withdrawals
- Nailing my 4 “Why” narratives
- Staying close to my recruiter & asking for honest feedback from candidates after each interview
- Inviting my candidates to have open/direct communication with me about concerns
Land candidate with unanimous vote from hiring team
- Involving 1 up / 1 over / 1 down early in the process
- Vetting any/all concerns they have about finalist(s)
Have 1+ hire-able back up candidate “warm” @ offer extension
- Advance 3-4+ past 1st interview
- Advance 2-3+ past 2nd interview
- Have 2+ candidates in for “final” interview
- Interview “late comers” even after I’ve advanced top candidates
- Refusing to emotionally commit to a candidate before offer is accepted
Producing 1+ subordinate for our management development track
- Involving subordinate on interview days
- Scheduling 1:1’s with said subordinate to debrief after interviews
Receive positive feedback from recruiter & candidates
- Communicate expectations & timeline for entire process
- Ensuring logistics for interviews are realistic & candidate-centric
- Provide & receive constructive feedback
- Approach interviews with a mindset of winning candidates over
Keep going.
Reference Check Template
A two-reference calling form: contact details for each referee, then a fixed set of questions on performance, strengths, development areas and relationships, so both references can be compared side by side.
Post Final Interview Q and A
The short Q&A your recruiting partner runs before an offer goes out: start date, salary expectations, time off already booked, open concerns, and the recruiter’s read on the candidate.
The companies that consistently outperform are usually the ones that know how to find, hire, develop and retain the best people.
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