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From checking an applicant’s employment history to explaining the company’s 401(k) plan, your human resources department can be a great resource in the hiring process.

• H.R. can check references, which may validate your judgment or call it into question. It is important to clarify and confirm a candidate’s skills, work history, compensation, job titles, dates of employment and duties.
• Some companies require drug tests and pre-employment physicals. H.R. can make those arrangements and communicate with applicants about them, as well as other pre-employment testing.

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  We can help you with these tips and tailor them to your company and individual hiring situation. (For more information, e-mail Colleen at ceddy@poynter.org or call her at 727-456-2331. Background on Poynter Career Center Sign up to receive Colleen on Careers by e-mail.

  You should have the final candidate sign an offer letter indicating that he or she will take the job. H.R. staff can help you draft this letter.
• Human Resources can handle relocation and temporary housing for new employees.
• H.R. professionals should be well-versed in the details of employment and can advise new employees on insurance, parking, tuition reimbursement, vacation and paid time off, relocation benefits and other offerings.
• H.R. also can assist with orientation and training, working with security to issue ID badges and processing employment applications and W-2 and I-9 forms.

If you have an H.R. department, keep those people involved in the recruiting process.

Checklist for the Hiring Process

• What will be included in the offer letter?
• Who ensures that references are checked?
• Is there a pre-employment physical or drug screening?
• Who will ensure that the application and I-9 and W-2 forms are completed?
• Who will handle enrollment for various benefits?
• What orientation process will be arranged?
• How will you introduce the new employee to the company? To the department?
• What goals will be presented to the applicant to ensure he or she meets your expectations?
• What measures do you have to assess these goals?
• What is the probationary period?
• What assessment will be done at the end of the probationary period?
• What regular coaching sessions will you arrange? What training?
• What weekly meetings are required?
• What computer, office equipment or communications tools will you need to set up?
• What e-mail address and passwords will be needed?
• What business cards, stationery and office or cubicle nameplate need to be ordered?
• What department will the employee be assigned to?
• What budget will the employee have?
• What is the parking situation?
• Who will issue the ID badge?

Next week: Don’t forget the importance of your technology department.