This template provides a basic checklist for your hiring process.
Meet frequently with your leaders to keep a pulse on what is going on across the business.
We suggest meeting once a week to discuss problems that surfaced during that week. Plus, monthly with People Ops and Finance to do a deeper dive into what each team needs and think critically (and cross-functionally) about the problems each team is trying to solve.
🔥 Tip: Look for patterns that emerge about similar issues facing various leaders or teams to find the problem’s root. That way, you aren’t making a “snap-hire.” Meaning, a hire that solves a symptom of a larger (and probably more complicated) problem.
Once you’ve established what problem needs to be solved, it’s time to write a role description that will attract high-fit candidates. Work with the Hiring Manager to craft the right description that will attract your ideal candidates!
🔥 Tip: Be specific. Focus your efforts on attracting quality, highly aligned candidates over quantity.
As you work with the Hiring Manager on crafting the job description, ask questions like:
After taking tons of notes, craft a role description that will attract someone specifically suited for the problem this role is going to solve!
Use the job description template to make sure you capture all the information you need to build a high-impact job description.
Here’s an example of how to write a job description for Trainual’s Sales Specialist role.
TL;DR
You thrive in high-volume sales environments. Partnering with small and medium-sized businesses to create efficiencies in their business is your jam. And, you know how to hit the phones to close business.
What you will own & improve:
What you already know:
What you will learn:
How success is measured:
This role is simple: Close assigned leads into paying customers. It’s a volume-based game, so more is better.
The job scorecard is a snapshot of each role. What you expect from the position, key responsibilities, and metrics to measure success included.
Translate the job description into the job scorecard using the job scorecard template.
🔥 Tip: Share this with your hiring team and your newly hired employee to set clear accurate expectations!
Determining the right role to hire, clearly articulating what they will do, and designing the proper evaluation process can take time. So, let’s walk through an example together!
Once you’ve determined the role your organization needs, built a specific and accurate job description, it’s time to align the role with specific questions so the interview squad is evaluating against the proper criteria to hire a high-fit candidate!
Let’s use the Trainual Sales Specialist again as our example:
Interview #1: Pops (AKA HR) qualifying call (60-min interview)
Sample questions include:
Interview #2: Zoom with their hiring manager (30-min interview)
This interview focuses on qualifying situational sales behaviors and skills. For example, how have they handled pricing objections or a high volume role with massive call lists at other companies?
Sample questions include:
Interview #3: Peer Zoom interview with a representative from Sales & CS (45-min interview)
The intention of this peer interview is twofold. One, sell them on Trainual. And two, ensure they can do the role by digging into the day in the life of their past experience with behavioral interview questions.
Sales-focused questions include:
CS-focused questions include:
Interview #4: Product demo & closing interview with the hiring manager (60-min interview)