[{"data":1,"prerenderedAt":487},["ShallowReactive",2],{"document-checklist-hiring-employees-D564":3},{"document":4,"label":26,"preview":11,"thumb":27,"thumb600":28,"description":5,"descriptionCustom":6,"apiDescription":5,"pages":8,"extension":10,"parents":29,"breadcrumb":33,"related":39,"customDescModule":180,"customdescription":6,"mdFm":181,"mdProseHtml":486},{"description":5,"descriptionCustom":6,"label":7,"pages":8,"size":9,"extension":10,"preview":11,"thumb":12,"svgFrame":13,"seoMetadata":14,"parents":15,"keywords":25},"CHECKLIST HIRING EMPLOYEES Write a job description. Post the job internally. Contact a recruiting agency. Place help wanted ads. Accept resumes. Accept completed job applications. Screen applicants. Conduct pre-interview questionnaire. Prepare interview questions. Conduct interviews. Complete applicant appraisal form. 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[Company name] is excited to offer you the position of [job title] with an expected start date of [day, month, year] at a starting salary of [dollar amount] per [hour, year, etc.]. You can expect to receive payment [weekly, biweekly, monthly, etc.], starting on [date of first pay period]. We must wrap up a few more formalities, including the successful completion of your [background check, drug screening, reference check, etc.]. As the [job title], you will report to [manager/supervisor name and title] at [workplace location] from [hours of day, days of week]","Job Offer Letter Long",513,"https://templates.business-in-a-box.com/imgs/1000px/job-offer-letter-long-D12769.png","https://templates.business-in-a-box.com/imgs/250px/12769.png","https://templates.business-in-a-box.com/svgs/docviewerWebApp1.html?v6#12769.xml",{"title":96,"description":6},"job offer letter long",[98,100],{"label":17,"url":99},"human-resources",{"label":20,"url":101},"hire-employee","/template/job-offer-letter-long-D12769",{"description":104,"descriptionCustom":6,"label":105,"pages":106,"size":91,"extension":10,"preview":107,"thumb":108,"svgFrame":109,"seoMetadata":110,"parents":112,"keywords":111,"url":118},"EMPLOYMENT AGREEMENT - AT WILL EMPLOYEE This Employment Agreement for \"At Will\" Employee (the \"Agreement\") is made and effective this [DATE], BETWEEN: [EMPLOYEE NAME] (the \"Employee\"), an individual with his main address at: [COMPLETE ADDRESS] AND: [YOUR COMPANY NAME] (the \"Corporation\"), an entity organized and existing under the laws of the [State/Province] of [STATE/PROVINCE], with its head office located at: [YOUR COMPLETE ADDRESS] RECITALS In consideration of the covenants and agreements herein contained and the moneys to be paid hereunder, the Corporation hereby employs the Employee and the Employee hereby agrees to perform services as an employee of the Corporation, on an \"at will\" basis, upon the following terms and conditions: APPOINTMENT The Employee is hereby employed by the Corporation to render such services and to perform such tasks as may be assigned by the Corporation. The Corporation may, in its sole discretion, increase or reduce the duties, or modify the title and job description, of the Employee from time to time, and any such increase, reduction or modification shall not be deemed a termination of this Agreement. ACCEPTANCE OF EMPLOYMENT Employee accepts employment with the Corporation upon the terms set forth above and agrees to devote all Employee's time, energy and ability to the interests of the Corporation, and to perform Employee's duties in an efficient, trustworthy and business-like manner. DEVOTION OF TIME TO EMPLOYMENT The Employee shall devote the Employee's best efforts and substantially all of the Employee's working time to performing the duties on behalf of the Corporation. The Employee shall provide services during the hours that are scheduled by the Corporation management. The Employee shall be prompt in reporting to work at the assigned time. NO CONFLICT OF INTEREST Employee shall not engage in any other business while employed by the Corporation. Employee shall not engage in any activity that conflicts with the Employees duties to the Corporation. Employee shall not provide any service or lend any aid or assistance to any party that competes with the services offered by the Corporation. Employee shall not provide any services to clients or prospective clients of the Corporation outside of the provision of services for the Corporation, whether such services are provided with or without compensation or remuneration. CORPORATION PROPERTY Employee acknowledges and agrees that while employed by the Corporation the Employee may be provided with use of computer equipment and other property of the Corporation. The use and possession of the such items shall be subject to any policies, requirements or restrictions established by the Corporation. Such items may only be used in performance of the Employee's duties for the corporation. On request of the Corporation, the Employee shall immediately deliver any such items to the Corporation. Upon termination of employment, Employee shall have the affirmative duty to return any such item to the Corporation whether a request is made or not. The obligation to return Corporation property shall extend and include any and all work product, client property, proprietary rights, intangible property, and all other property of the corporation regardless of the form or medium. COMPENSATION The Corporation shall pay the Employee such hourly compensation as determined by the Corporation. Payment shall be at the same time as the Corporations usual payroll to other employees. BONUS & BENEFITS Payment of any bonuses shall be at the complete discretion of the Corporation. No guarantee or representation that any bonuses will be paid has been made to the Employee. Standard benefits that are provided to other non-management employees shall be offered to the Employee, subject to the Corporation's policies and the terms and conditions of such benefits. WITHHOLDING All sums payable to Employee under this Agreement will be reduced by all federal, state, local, and other withholdings and similar taxes and payments required by applicable law. QUALIFICATIONS OF EMPLOYEE The employee shall satisfy all of the qualification that are established by the Corporation. TERM OF AGREEMENT There shall be no guaranteed term of employment. Employer acknowledges and agrees that Employee shall be an \"At Will\" Employee and that Employee's employment may be terminated at any time by the Corporation, with or without cause. FEES FROM EMPLOYEE'S WORK The Corporation shall have exclusive authority to determine the fees, or a procedure for establishing the fees, to be charged to clients by the Corporation for services that are provided by the Employee. All sums paid to the Employee or the Corporation in the way of fees, in cash or in kind, or otherwise for services of the Employee, shall, except as otherwise specifically agreed by the Corporation, be and remain the property of the Corporation and shall be included in the Corporation's name in such checking account or accounts as the Corporation may from time to time designate. CLIENTS AND CLIENT RECORDS The Corporation shall have the authority to determine who will be accepted as clients of the Corporation, and the Employee recognizes that such clients accepted are clients of the Corporation and not the Employee. All client records and files of any type concerning clients of the Corporation shall belong to and remain the property of the Corporation, notwithstanding the subsequent termination of the employment. POLICIES AND PROCEDURES The Corporation shall have the authority to establish from time to time the policies and procedures to be followed by the Employee in performing services for the Corporation. This may include, but is not necessarily limited to, employment policies, computer use policies, Internet access policies, email policies, and all other policies, procedures, directives, and mandates established by the Corporation, whether or not in written form or formally adopted. Employee shall abide by the provisions of any contract entered into by the Corporation under which the Employee provides services. Employee shall comply with the terms and conditions of any and all contracts entered by the Corporation. TERMINATION Employee acknowledges and agrees that Employee is an \"at will\" employee of the Corporation. As such, no term of employment is created hereby and employee may be terminated at any time in the sole discretion of the Corporation, whether there exists any cause for termination or not. CREATIONS AND INVENTIONS Employee acknowledges and agrees that any and all work product of the Employee that is conceived or created during the Employee's employment with the Corporation is the exclusive property of the Corporation. This shall include any and all copyrights, trade secrets, confidential information, patents, trademarks, trade dress, ideas, concepts, plans, business plans, business concepts, techniques, inventions, drawings, artwork, logos, graphics, web pages, databases, software, programs, CGI's, plug ins, applications, brochures, inventions, marketing plans and concepts, and all other ideas and work product of the Employee. The Employee acknowledges and agrees that all creations shall be \"works made for hire\" as defined in the [ACT OR CODE]. Notwithstanding the fact that this material may be considered to be a work made for hire, Employee agrees, during Employee's employment and thereafter, which covenant shall survive any termination of the employment relationship, to execute any and all documents requested by the Corporation to confirm the Corporation's ownership and control of all such material, including but not limited to assignments of copyright, confirmations of work for hire status, waivers of proprietary rights, copyright application, and any other documents requested by Corporation. RESTRICTIVE COVENANTS","Employment Agreement_At Will Employee","7","https://templates.business-in-a-box.com/imgs/1000px/employment-agreement_at-will-employee-D541.png","https://templates.business-in-a-box.com/imgs/250px/541.png","https://templates.business-in-a-box.com/svgs/docviewerWebApp1.html?v6#541.xml",{"title":111,"description":6},"employment agreement_at will employee",[113,114,115],{"label":17,"url":99},{"label":20,"url":101},{"label":116,"url":117},"Legal Agreements","business-legal-agreements","/template/employment-agreement_at-will-employee-D541",{"description":120,"descriptionCustom":6,"label":121,"pages":122,"size":123,"extension":10,"preview":124,"thumb":125,"svgFrame":126,"seoMetadata":127,"parents":128,"keywords":133,"url":134},"EXIT INTERVIEW FORM We want to improve our personnel practices and make our company a better place to work. Your answers will be kept confidential. Name: _ Date: ____________ Job Title: Department: _____ Hire Date: Separation Date: _____ Employee Informed of Restrictions On: Solicitations of customers Restrictions on solicitations of employees Removing company documents Patents Confidentiality obligations Customer lists Other Return of: Keys Credit Card ID Card Building Pass Company Documents Company Equipment Other Company Property Reason for Leaving (Voluntary/Involuntary): ","Exit Interview Form","3",36,"https://templates.business-in-a-box.com/imgs/1000px/exit-interview-form-D510.png","https://templates.business-in-a-box.com/imgs/250px/510.png","https://templates.business-in-a-box.com/svgs/docviewerWebApp1.html?v6#510.xml",{"title":6,"description":6},[129,130],{"label":17,"url":99},{"label":131,"url":132},"Employee Termination","employee-termination","exit interview form","/template/exit-interview-form-D510",{"description":136,"descriptionCustom":6,"label":137,"pages":138,"size":91,"extension":10,"preview":139,"thumb":140,"svgFrame":141,"seoMetadata":142,"parents":144,"keywords":143,"url":149},"JOB DESCRIPTION BARISTA Brief Description The position of Barista at [CAFE NAME] involves crafting and serving exceptional coffee beverages and maintaining a welcoming and inviting atmosphere for customers. As a Barista, you will provide exceptional customer service, showcase your coffee expertise, and contribute to the overall success of the cafe. Tasks Prepare a variety of coffee and tea beverages, following recipes and quality standards. Operate espresso machines, grinders, and other coffee-making equipment with precision. Greet customers warmly, take orders, and provide recommendations based on customer preferences. Maintain a clean and organized work area, including cleaning equipment, utensils, and surfaces. Handle cash transactions, process payments, and maintain accurate cash registers. Ensure accurate order fulfillment and timely delivery of beverages to customers. Upsell cafe products and merchandise to enhance customer experience and sales. Provide excellent customer service by addressing inquiries, resolving complaints, and ensuring customer satisfaction. Collaborate with the team to maintain cafe cleanliness, restock supplies, and follow health and safety guidelines. Stay updated with coffee trends, brewing techniques, and cafe offerings to provide expert product knowledge. Qualifications and Requirements High school diploma or equivalent. Formal barista training or certification is a plus. Proven experience as a Barista or in a similar role, showcasing coffee preparation skills","Barista Job Description","2","https://templates.business-in-a-box.com/imgs/1000px/barista-job-description-D13535.png","https://templates.business-in-a-box.com/imgs/250px/13535.png","https://templates.business-in-a-box.com/svgs/docviewerWebApp1.html?v6#13535.xml",{"title":143,"description":6},"barista job description",[145,146],{"label":17,"url":99},{"label":147,"url":148},"Job Descriptions","job-descriptions","/template/barista-job-description-D13535",{"description":151,"descriptionCustom":6,"label":152,"pages":122,"size":91,"extension":10,"preview":153,"thumb":154,"svgFrame":155,"seoMetadata":156,"parents":158,"keywords":157,"url":163},"NON-DISCLOSURE AGREEMENT (NDA) This Non-Disclosure Agreement (the \"Agreement\") is made and effective [DATE], BETWEEN: [YOUR COMPANY NAME] (the \"Disclosing Party\"), a corporation organized and existing under the laws of the [State/Province] of [STATE/PROVINCE], with its head office located at: [YOUR COMPLETE ADDRESS] AND: [RECEIVING PARTY NAME] (the \"Receiving Party\"), an individual with his main address located at OR a corporation organized and existing under the laws of the [State/Province] of [STATE/PROVINCE], with its head office located at: [COMPLETE ADDRESS] WHEREAS, Receiving Party has been or will be engaged in the performance of work on [DESCRIBE]; and in connection therewith will be given access to certain confidential and proprietary information; and WHEREAS, Receiving Party and Disclosing Party wish to evidence by this Agreement the manner in which said confidential and proprietary material will be treated. NOW, THEREFORE, it is agreed as follows: NON-DISCLOSURE OF CONFIDENTIAL INFORMATION Both Parties understand and agree that each Party may have access to the confidential information of the other party. For the purposes of this Agreement, \"Confidential Information\" means proprietary and confidential information about the Disclosing Party's (or it's suppliers') business or activities. Such information includes all business, financial, technical, and other information marked or designated by such Party as \"confidential\" or \"proprietary.\" Confidential Information also includes information which, by the nature of the circumstances surrounding the disclosure, ought in good faith to be treated as confidential. For the purposes of this Agreement, Confidential Information does not include: Information that is currently in the public domain or that enters the public domain after the signing of this Agreement. Information a Party lawfully receives from a third Party without restriction on disclosure and without breach of a non-disclosure obligation. Information that the Receiving Party knew prior to receiving any Confidential Information from the Disclosing Party. Information that the Receiving Party independently develops without reliance on any Confidential Information from the Disclosing Party. Each Party agrees that it will not disclose to any third Party or use any Confidential Information disclosed to it by the other Party except when expressly permitted in writing by the other Party. Each Party also agrees that it will take all reasonable measures to maintain the confidentiality of all Confidential Information of the other Party in its possession or control. TERM The term of this Agreement is [number] of [years/months] from the date of execution by both Parties. TITLE The Receiving Party agrees that all Confidential Information furnished by the Disclosing Party shall remain the sole property of the Disclosing Party. DISCLAIMER","Non Disclosure Agreement Nda","https://templates.business-in-a-box.com/imgs/1000px/non-disclosure-agreement-nda-D12692.png","https://templates.business-in-a-box.com/imgs/250px/12692.png","https://templates.business-in-a-box.com/svgs/docviewerWebApp1.html?v6#12692.xml",{"title":157,"description":6},"non disclosure agreement nda",[159,160],{"label":116,"url":117},{"label":161,"url":162},"Confidentiality Agreements","confidentiality-agreement","/template/non-disclosure-agreement-nda-D12692",{"description":165,"descriptionCustom":6,"label":166,"pages":167,"size":168,"extension":10,"preview":169,"thumb":170,"svgFrame":171,"seoMetadata":172,"parents":173,"keywords":178,"url":179},"Employee Handbook Understanding employment at [YOUR COMPANY NAME] Revised on [DATE] Prepared By: [YOUR NAME] [YOUR JOB TITLE] Phone 555.555.5555 Email info@yourbusiness.com www.yourbusiness.com Table of Content Table of Content 2 Welcome to [YOUR COMPANY NAME]! 5 1. Organization Description 6 1.1 Introductory Statement 6 1.2 Customer Relations 6 1.3 Products and Services Provided 7 1.4 Facilities and Location(s) 7 1.5 The History of [YOUR COMPANY NAME] 7 1.6 Management Philosophy 7 1.7 Goals 8 2. The Employment 9 2.1 Nature of Employment 9 2.2 Employee Relations 9 2.3 Equal Employment Opportunity 10 2.4 Diversity 10 2.5 Business Ethics and Conduct 12 2.6 Personal Relationships in the Workplace 13 2.7 Conflicts of Interest 13 2.8 Outside Employment 14 2.9 Non-Disclosure 15 2.10 Disability Accommodation 16 2.11 Job Posting and Employee Referrals 17 2.12 Whistleblower Policy 18 2.13 Accident and First Aid 20 3. Employment Status and Records 21 3.1 Employment Categories 21 3.2 Access to Personnel Files 22 3.3 Personnel Data Changes 23 3.4 Probation Period 23 3.5 Employment Applications 24 3.6 Performance Evaluation 24 3.7 Job Descriptions 25 3.8 Salary Administration 25 3.9 Professional Development 26 4. Employee Benefit Programs 27 4.1 Employee Benefits 27 4.2 Vacation Benefits 27 4.3 Military Service Leave 29 4.4 Religious Observance 29 4.5 Holidays 29 4.6 Workers Insurance 30 4.7 Sick Leave Benefits 31 4.8 Bereavement Leave 32 4.9 Relocation Benefits 33 4.10 Educational Assistance 33 4.11 Health Insurance 34 4.12 Life Insurance 35 4.13 Long Term Disability 35 4.14 Marriage, Maternity and Parental Leave 36 5. Timekeeping / Payroll 40 5.1 Timekeeping 40 5.2 Paydays 40 5.3 Employment Termination 41 5.4 Administrative Pay Corrections 42 6. Work Conditions and Hours 43 6.1 Work Schedules 43 6.2 Absences 43 6.3 Jury Duty 45 6.4 Use of Phone and Mail Systems 45 6.5 Smoking 46 6.6 Meal Periods 46 6.7 Overtime 46 6.8 Use of Equipment 47 6.9 Telecommuting 47 6.10 Emergency Closing 48 6.11 Business Travel Expenses 49 6.12 Visitors in the Workplace 51 6.13 Computer and Email Usage 51 6.14 Internet Usage 52 6.15 Workplace Monitoring 54 6.16 Workplace Violence Prevention 55 7. Employee Conduct & Disciplinary Action 57 7.1 Employee Conduct and Work Rules 57 7.2 Sexual and Other Unlawful Harassment 58 7.3 Attendance and Punctuality 60 7.4 Personal Appearance 60 7.5 Return of Property 61 7.6 Resignation and Retirement 61 7.7 Security Inspections 62 7.8 Progressive Discipline 62 7.9 Problem Resolution 64 7.10 Workplace Etiquette 65 7.11 Suggestion Program 67 Acknowledgement of Receipt 68 Welcome to [YOUR COMPANY NAME]! On behalf of your colleagues, we welcome you to [YOUR COMPANY NAME] and wish you every success here. At [YOUR COMPANY NAME], we believe that each employee contributes directly to the growth and success of the company, and we hope you will take pride in being a member of our team. This handbook was developed to describe some of the expectations of our employees and to outline the policies, programs, and benefits available to eligible employees. Employees should become familiar with the contents of the employee handbook as soon as possible, for it will answer many questions about employment with [YOUR COMPANY NAME]. We believe that professional relationships are easier when all employees are aware of the culture and values of the organization. This guide will help you to better understand our vision for the future of our business and the challenges that are ahead. We hope that your experience here will be challenging, enjoyable, and rewarding. Again, welcome! [PRESIDENT NAME] President & CEO 1. Organization Description 1.1 Introductory Statement This handbook is designed to acquaint you with [YOUR COMPANY NAME] and provide you with information about working conditions, employee benefits, and some of the policies affecting your employment. You should read, understand, and comply with all provisions of the handbook. It describes many of your responsibilities as an employee and outlines the programs developed by [YOUR COMPANY NAME] to benefit employees. One of our objectives is to provide a work environment that is conducive to both personal and professional growth. No employee handbook can anticipate every circumstance or question about policy. As [YOUR COMPANY NAME] continues to grow, the need may arise and [YOUR COMPANY NAME] reserves the right to revise, supplement, or rescind any policies or portion of the handbook from time to time as it deems appropriate, in its sole and absolute discretion. Employees will be notified of such changes to the handbook as they occur. 1.2 Customer Relations Customers are among our organization's most valuable assets. Every employee represents [YOUR COMPANY NAME] to our customers and the public. The way we do our jobs presents an image of our entire organization. Customers judge all of us by how they are treated with each employee contact. Therefore, one of our first business priorities is to assist any customer or potential customer. Nothing is more important than being courteous, friendly, helpful, and prompt in the attention you give to customers. [YOUR COMPANY NAME] will provide customer relations and services training to all employees with extensive customer contact. Customers who wish to lodge specific comments or complaints should be directed to the [TITLE AND NAME OF THE PERSON RESPONSIBLE] for appropriate action. Our personal contact with the public, our manners on the telephone, and the communications we send to customers are a reflection not only of ourselves, but also of the professionalism of [YOUR COMPANY NAME]. Positive customer relations not only enhance the public's perception or image of [YOUR COMPANY NAME], but also pay off in greater customer loyalty and increased sales and profit. 1.3 Products and Services Provided You will find more information about our products and services by reading the [YOUR COMPANY NAME] Corporate Brochures. 1.4 Facilities and Location(s) Head Office: [ADDRESS] [CITY], [STATE] [ZIP/POSTAL CODE] [COUNTRY] 1.5 The History of [YOUR COMPANY NAME] [DESCRIBE THE HISTORY OF YOUR COMPANY HERE] 1.6 Management Philosophy [YOUR COMPANY NAME] management philosophy is based on responsibility and mutual respect. Our wishes are to maintain a work environment that fosters on personal and professional growth for all employees. Maintaining such an environment is the responsibility of every staff person. Because of their role, managers and supervisors have the additional responsibility to lead in a manner which fosters an environment of respect for each person. People who come to [YOUR COMPANY NAME] want to work here because we have created an environment that encourages creativity and achievement. [YOUR COMPANY NAME] aims to become a leader in [DESCRIBE YOUR COMPANY'S FIELD OF EXPERTISE]. The mainstay of our strategy will be to offer a level of client focus that is superior to that offered by our competitors. To help achieve this objective, [YOUR COMPANY NAME] seeks to attract highly motivated individuals that want to work as a team and share in the commitment, responsibility, risk taking, and discipline required to achieve our vision. Part of attracting these special individuals will be to build a culture that promotes both uniqueness and a bias for action. While we will be realistic in setting goals and expectations, [YOUR COMPANY NAME] will also be aggressive in reaching its objectives. This success will in turn enable [YOUR COMPANY NAME] to give its employees above average compensation and innovative benefits or rewards, key elements in helping us maintain our leadership position in the worldwide marketplace. 1.7 Goals [DESCRIBE YOUR COMPANY'S GOALS HERE] 2. 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Download in Word, edit online, or export as PDF. Free Word and PDF download.",[186,187,188,189,190,191],"employee hiring checklist template","new hire checklist template","hiring process checklist","recruitment checklist template","employee onboarding checklist","hiring checklist word",{"name":193,"credential":194,"reviewed_date":195},"Bruno Goulet","CEO, Business in a Box","2026-05-02",{"difficulty":197,"legal_review_recommended":180,"signature_required":180},"easy",{"what_it_is":199,"when_you_need_it":200,"whats_inside":201},"A Checklist Hiring Employees is a structured form that guides hiring managers through every step of the recruitment and onboarding process — from writing a job description to completing new-hire paperwork. This free Word download lets you customize each step for your company, assign owners, and track completion dates so no task falls through the cracks.\n","Use it every time you open a new position, whether you are making your first hire or your fiftieth. It is especially valuable when multiple people share hiring responsibilities across HR, department heads, and IT.\n","Pre-recruitment preparation steps, job posting and sourcing tasks, candidate screening and interview stages, offer and background-check actions, and new-hire onboarding items including equipment setup, payroll enrollment, and first-day orientation.\n",[203,207,211,215,219,223],{"title":204,"use_case":205,"icon_asset_id":206},"HR managers","Standardizing the hiring process across multiple open roles simultaneously","persona-hr-manager",{"title":208,"use_case":209,"icon_asset_id":210},"Small business owners","Running a consistent hiring process without a dedicated HR department","persona-small-business-owner",{"title":212,"use_case":213,"icon_asset_id":214},"Operations managers","Coordinating recruiting tasks across HR, IT, and department heads","persona-operations-director",{"title":216,"use_case":217,"icon_asset_id":218},"Startup founders","Building a repeatable hiring workflow from the first employee onward","persona-startup-founder",{"title":220,"use_case":221,"icon_asset_id":222},"Hiring managers","Tracking candidate progress and interview stages within their department","persona-hiring-manager",{"title":224,"use_case":225,"icon_asset_id":226},"Staffing coordinators","Managing high-volume recruitment for seasonal or project-based roles","persona-staffing-agency",[228,232,236,240,244,248,252],{"situation":229,"recommended_template":230,"slug":231},"Onboarding a new hire after the offer is accepted","New Employee Onboarding Checklist","checklist-new-employee-onboarding-D13617",{"situation":233,"recommended_template":234,"slug":235},"Tracking the full recruitment pipeline across multiple candidates","Recruitment Tracking Spreadsheet","crm-spreadsheet-D13541",{"situation":237,"recommended_template":238,"slug":239},"Conducting a structured interview with scored criteria","Interview Evaluation Form","training-evaluation-form-D13891",{"situation":241,"recommended_template":242,"slug":243},"Formalizing the employment relationship before day one","Employment Contract","employment-agreement_at-will-employee-D541",{"situation":245,"recommended_template":246,"slug":247},"Sending a formal offer with compensation details","Job Offer Letter","job-offer-letter-long-D12769",{"situation":249,"recommended_template":250,"slug":251},"Separating an employee after a bad hire is identified","Employee Termination Checklist","checklist-when-should-you-fire-an-employee-D507",{"situation":253,"recommended_template":254,"slug":255},"Defining the role before opening the requisition","Job Description Template","barista-job-description-D13535",[257,260,263,266,269,272,275,278,281,284],{"term":258,"definition":259},"Job Requisition","A formal internal request to open a new or backfill position, typically requiring budget and headcount approval before posting.",{"term":261,"definition":262},"Job Description","A written document outlining the responsibilities, required qualifications, reporting structure, and compensation range for a role.",{"term":264,"definition":265},"Applicant Tracking System (ATS)","Software that collects, organizes, and filters job applications so recruiters can manage candidates in a single pipeline.",{"term":267,"definition":268},"Background Check","A pre-employment verification of a candidate's criminal history, employment history, education, and sometimes credit record.",{"term":270,"definition":271},"Form I-9","A US federal form requiring employers to verify a new hire's identity and authorization to work in the United States.",{"term":273,"definition":274},"Offer Letter","A written document sent to a selected candidate confirming the job title, start date, compensation, and key employment terms.",{"term":276,"definition":277},"Onboarding","The structured process of integrating a new employee into the organization — covering paperwork, system access, training, and culture.",{"term":279,"definition":280},"Probationary Period","A defined initial period — typically 30 to 90 days — during which the employer formally evaluates the new hire's performance.",{"term":282,"definition":283},"Reference Check","Pre-hire conversations with a candidate's former managers or colleagues to validate work history and performance claims.",{"term":285,"definition":286},"Hiring Freeze","A temporary suspension of new-hire activity, typically triggered by budget constraints or a strategic reorganization.",[288,293,298,303,308,313,318,323,328,333],{"name":289,"plain_english":290,"sample_language":291,"common_mistake":292},"Position details and requisition approval","Records the job title, department, hiring manager, target start date, and documents that budget and headcount approval have been obtained.","Position: [JOB TITLE] | Department: [DEPARTMENT] | Hiring Manager: [NAME] | Target Start Date: [DATE] | Requisition Approved By: [APPROVER NAME] on [DATE]","Skipping formal requisition approval and posting the role without budget sign-off — leading to rescinded offers and damaged candidate relationships.",{"name":294,"plain_english":295,"sample_language":296,"common_mistake":297},"Job description finalized","Confirms the job description has been written, reviewed for bias or unlawful language, and approved before any posting goes live.","Job description drafted: [YES/NO] | Reviewed for compliance: [YES/NO] | Approved by: [NAME] on [DATE]","Reusing an outdated job description without reviewing it — resulting in applications from mismatched candidates and potential compliance issues.",{"name":299,"plain_english":300,"sample_language":301,"common_mistake":302},"Posting channels and sourcing","Lists each platform where the role is posted (job boards, LinkedIn, internal referral program) and the date posted on each.","LinkedIn: posted [DATE] | Indeed: posted [DATE] | Internal referral program: [YES/NO] | Agency engaged: [NAME / N/A]","Posting to a single channel and waiting — most roles require at least three active sourcing channels to generate a qualified candidate pool within a reasonable timeframe.",{"name":304,"plain_english":305,"sample_language":306,"common_mistake":307},"Application review and shortlisting","Documents the criteria used to screen applications and confirms that a shortlist has been created before scheduling interviews.","Screening criteria: [LIST] | Applications reviewed by: [NAME] | Shortlist created: [YES/NO] | Number of candidates shortlisted: [N]","Starting interviews before defining screening criteria — making it impossible to evaluate candidates consistently and opening the process to unconscious bias.",{"name":309,"plain_english":310,"sample_language":311,"common_mistake":312},"Interview stages completed","Tracks each interview round (phone screen, first-round, technical, panel, final), the interviewers involved, and the outcome for each candidate.","Phone screen: [DATE] — [INTERVIEWER] | First round: [DATE] — [INTERVIEWERS] | Final round: [DATE] — [INTERVIEWERS] | Decision: [ADVANCE / DECLINE]","Running unstructured interviews with no defined questions — resulting in decisions based on likeability rather than job-relevant competencies.",{"name":314,"plain_english":315,"sample_language":316,"common_mistake":317},"Reference and background checks","Confirms that at least two professional references have been contacted and that the required background check has been initiated and cleared.","References checked: [NAME 1] on [DATE] | [NAME 2] on [DATE] | Background check initiated: [DATE] | Background check cleared: [DATE]","Conducting reference checks after the offer is signed rather than before — eliminating your ability to act on a negative reference without legal exposure.",{"name":319,"plain_english":320,"sample_language":321,"common_mistake":322},"Offer letter issued and accepted","Tracks the date the offer letter was sent, the expiry date given to the candidate, and the date signed acceptance was received.","Offer letter sent: [DATE] | Offer expiry: [DATE] | Accepted by candidate: [DATE] | Signed copy on file: [YES/NO]","Sending an offer verbally or by email without a signed written document — creating disputes over the agreed salary, start date, or benefits.",{"name":324,"plain_english":325,"sample_language":326,"common_mistake":327},"Employment paperwork and compliance forms","Confirms all required pre-employment and day-one legal forms have been completed — tax withholding forms, I-9, direct deposit authorization, confidentiality agreement.","W-4 / TD1: [COMPLETE] | Form I-9: [COMPLETE] | Direct deposit: [COMPLETE] | NDA / Confidentiality agreement: [COMPLETE] | Employment contract: [COMPLETE]","Handing new hires a stack of forms on day one without a checklist — resulting in missing signatures discovered weeks later during a payroll or compliance audit.",{"name":329,"plain_english":330,"sample_language":331,"common_mistake":332},"System access and equipment setup","Confirms that IT has provisioned accounts, hardware, and software access before the employee's first day.","Email account created: [YES/NO] | Laptop ordered / ready: [YES/NO] | Software access (list systems): [YES/NO] | Building access / badge: [YES/NO]","Notifying IT on the morning of the start date — leaving the new hire unable to log in on day one, which sets a poor first impression and delays productivity.",{"name":334,"plain_english":335,"sample_language":336,"common_mistake":337},"First-day orientation scheduled","Confirms that the new hire's schedule for their first day and first week has been communicated, including who they will meet and what training is planned.","First-day schedule sent to employee: [YES/NO] | Manager introduction: [TIME/DATE] | Team introduction: [TIME/DATE] | Training sessions scheduled: [LIST]","Leaving the new hire's first day unstructured — resulting in them sitting idle, feeling unwelcome, and forming a negative first impression of the organization.",[339,344,349,354,359,364,369,374],{"step":340,"title":341,"description":342,"tip":343},1,"Enter the position details and get requisition approval","Fill in the job title, department, hiring manager, and target start date. Confirm budget and headcount approval before marking this step complete and moving forward.","Save a completed copy of the approval record alongside the checklist — it protects you if a hiring freeze is applied retroactively.",{"step":345,"title":346,"description":347,"tip":348},2,"Review and approve the job description","Pull the existing job description or draft a new one. Check for outdated responsibilities, salary-range accuracy, and any language that could deter protected-class applicants or violate equal-employment guidelines.","A quick free-text scan for 'young', 'energetic', or 'recent graduate' can flag language that may expose the company to age-discrimination claims.",{"step":350,"title":351,"description":352,"tip":353},3,"Log each posting channel and sourcing action","Record every platform where the role is posted and the date it went live. If you engage a recruiter or agency, document the firm name, fee structure, and exclusivity terms.","Set a 10-day review reminder — if applications are below target, add a channel before the candidate pool dries up.",{"step":355,"title":356,"description":357,"tip":358},4,"Define screening criteria before reviewing applications","Write down the must-have and nice-to-have qualifications before opening a single application. Apply those criteria consistently to every candidate to reduce bias and speed up shortlisting.","Limit must-haves to three to five criteria — more than that and you will disqualify otherwise strong candidates on peripheral requirements.",{"step":360,"title":361,"description":362,"tip":363},5,"Track each interview stage and decision","Log every interview round with the date, interviewers, and outcome. Attach the evaluation form for each stage so the decision trail is documented.","Documenting interview outcomes protects the company if a rejected candidate later files a discrimination complaint.",{"step":365,"title":366,"description":367,"tip":368},6,"Complete reference and background checks before issuing the offer","Contact at least two professional references and initiate the background check while the candidate is still in the process. Do not extend the written offer until both are satisfactorily complete.","Pre-populate your reference questions so every check covers the same competencies — this lets you compare responses across candidates.",{"step":370,"title":371,"description":372,"tip":373},7,"Issue the offer letter and collect signed acceptance","Send the written offer letter with a clear expiry date (typically 3–5 business days). File the signed acceptance before the candidate is added to payroll or IT is notified.","Send the offer by email with a read-receipt or e-signature request so you have a timestamped record of delivery and acceptance.",{"step":375,"title":376,"description":377,"tip":378},8,"Complete all compliance paperwork and schedule orientation","Work through every item in the employment-paperwork and system-access rows. Notify IT at least five business days before the start date and send the new hire their first-week schedule at least two days in advance.","Assign each onboarding task a specific owner and due date — tasks without owners are never completed on time.",[380,384,388,392],{"mistake":381,"why_it_matters":382,"fix":383},"Starting interviews without defined screening criteria","Without written criteria, each interviewer evaluates candidates on different dimensions, making it impossible to compare fairly and exposing the company to bias claims.","Write three to five specific must-have qualifications before reviewing the first application, and apply them consistently to every candidate in the pool.",{"mistake":385,"why_it_matters":386,"fix":387},"Notifying IT on the employee's first morning","A new hire who cannot log in on day one loses a full day of productivity and forms an immediate negative impression of the organization.","Include an IT provisioning task in the checklist with a due date of five business days before the start date, assigned to a specific person.",{"mistake":389,"why_it_matters":390,"fix":391},"Conducting reference checks after the offer is signed","A negative reference discovered post-offer puts the employer in a legally awkward position — rescinding a signed offer carries wrongful-reliance risk in many jurisdictions.","Move the reference-check row to before the offer-letter row in the checklist and make clearance a formal prerequisite for issuing the written offer.",{"mistake":393,"why_it_matters":394,"fix":395},"Reusing an outdated job description without review","Outdated descriptions attract mismatched applicants, may include non-compliant language, and often omit skills that are now essential to the role.","Add a mandatory 'job description reviewed and approved' checkbox as the first step before any posting action is taken.",[397,400,403,406,409,412,415,418],{"question":398,"answer":399},"What is a hiring checklist?","A hiring checklist is a structured form that lists every task required to recruit, select, and onboard a new employee — from opening a job requisition to completing day-one paperwork. It assigns ownership and tracks completion dates so nothing is missed across the multiple departments involved in a typical hire.\n",{"question":401,"answer":402},"What should be included in an employee hiring checklist?","A complete hiring checklist covers eight stages: requisition approval, job description review, posting and sourcing, application screening, interview rounds and evaluations, reference and background checks, offer letter issuance and acceptance, and onboarding tasks including compliance paperwork, IT setup, and first-day orientation. Missing any stage is where most hiring errors occur.\n",{"question":404,"answer":405},"Why do small businesses need a hiring checklist?","Small businesses without a dedicated HR team are most at risk of skipping compliance steps — like Form I-9 completion or background checks — that carry real legal and financial penalties. A checklist replaces institutional memory with a documented process that any hiring manager can follow consistently, regardless of how infrequently they hire.\n",{"question":407,"answer":408},"At what point in the hiring process should the checklist be started?","Start the checklist the moment you decide to open a role — before writing the job description or posting anything. The earliest steps (requisition approval, job description review) are the ones most commonly skipped when hiring feels urgent, and they are also the ones most likely to cause problems downstream.\n",{"question":410,"answer":411},"Is a hiring checklist a legal requirement?","No jurisdiction mandates a hiring checklist as a specific document, but many of the individual tasks on it — I-9 verification, equal-employment record-keeping, background-check compliance under the FCRA — are legally required in the US. A checklist is the practical tool that ensures those legal obligations are consistently met for every hire.\n",{"question":413,"answer":414},"How is a hiring checklist different from an onboarding checklist?","A hiring checklist covers the full recruitment-to-offer process, including sourcing, interviewing, and background checks that occur before the candidate accepts. An onboarding checklist picks up after acceptance and focuses exclusively on integrating the new hire — paperwork, equipment, training, and introductions. Many organizations maintain both and link them so the handoff is seamless.\n",{"question":416,"answer":417},"Can I use one hiring checklist for every role?","A single master template works well as a base, but roles with additional requirements — security clearances, professional license verification, drug testing for safety-sensitive positions, or technical skills assessments — need supplemental rows. Keep a standard version and a role-specific addendum rather than maintaining entirely separate checklists for each position type.\n",{"question":419,"answer":420},"How do I assign tasks across HR, IT, and the hiring manager?","Add an 'Owner' column to the checklist next to each task and populate it with a specific role or name — not a department. Tasks assigned to a department rather than an individual consistently fall behind because everyone assumes someone else is handling them.\n",[422,426,430,434],{"industry":423,"icon_asset_id":424,"specifics":425},"Technology / SaaS","industry-saas","Adds technical skills assessment scheduling, GitHub or portfolio review, and security-access provisioning to the standard checklist steps.",{"industry":427,"icon_asset_id":428,"specifics":429},"Healthcare","industry-healthtech","Requires additional rows for license and credential verification, immunization records, HIPAA training completion, and background check turnaround time compliance.",{"industry":431,"icon_asset_id":432,"specifics":433},"Retail / Hospitality","industry-retail","High-volume, time-compressed hiring means the checklist must flag uniform ordering, POS system access, and tip-reporting paperwork as pre-start-date tasks.",{"industry":435,"icon_asset_id":436,"specifics":437},"Professional Services","industry-professional-services","Adds professional reference verification against specific certifications (CPA, bar admission, PE license) and conflict-of-interest disclosure as mandatory pre-offer steps.",[439,441,445,447],{"vs":246,"vs_template_id":247,"summary":440},"A job offer letter is a single document sent to the selected candidate confirming compensation and start date. A hiring checklist is a process management tool that governs the entire recruitment workflow leading up to — and beyond — that offer. You need both: the checklist ensures the offer is based on completed due diligence; the offer letter formalizes the decision.",{"vs":442,"vs_template_id":443,"summary":444},"Interview Assessment Form","interview-assessment-form-D13426","An interview assessment form captures structured evaluations and scores for a single candidate in a single interview stage. A hiring checklist tracks whether interviews have been scheduled, completed, and decided across all stages and all candidates. The assessment form feeds into the checklist as evidence that the interview stage is done.",{"vs":242,"vs_template_id":243,"summary":446},"An employment contract is a binding legal agreement governing the working relationship after hire. A hiring checklist is a pre-hire operational tool that ensures the contract and all other required steps are completed before the employee's first day. The checklist should include contract execution as a mandatory item — not a substitute for it.",{"vs":254,"vs_template_id":448,"summary":449},"job-description-D10895","A job description defines the role being filled. A hiring checklist references the job description as an input but covers the full end-to-end process — from writing and approving that description through to first-day orientation. One feeds the other: without a finalized job description, the checklist cannot move past step two.",{"use_template":451,"template_plus_review":455,"custom_drafted":459},{"best_for":452,"cost":453,"time":454},"Small business owners, HR managers, and hiring managers running standard domestic hires","Free","15 minutes to customize, 5 minutes per hire to track",{"best_for":456,"cost":457,"time":458},"Companies adding role-specific compliance steps, high-volume hiring, or multi-location coordination","$100–$500 for an HR consultant review","1–3 days",{"best_for":460,"cost":461,"time":462},"Enterprises integrating the checklist into an ATS, HRIS, or automated onboarding workflow","$1,000–$5,000+ for HR technology implementation","2–6 weeks",[247,243,464,255,465,466,467,468,469,470,471,472],"exit-interview-form-D510","non-disclosure-agreement-nda-D12692","employee-handbook-D712","employee-dismissal-letter-D508","employment-agreement-executive-D543","independent-contractor-agreement-D160","fixed-term-contract-D13225","remote-work-agreement-D13282","small-business-expense-report-D13396",{"emit_how_to":474,"emit_defined_term":474},true,{"primary_folder":99,"secondary_folder":476,"document_type":477,"industry":478,"business_stage":479,"tags":480,"confidence":485},"recruiting-and-hiring","checklist","general","all-stages",[481,482,483,477,484],"hiring","recruiting","onboarding","hr",0.95,"\u003Ch2>What is a Checklist Hiring Employees?\u003C/h2>\n\u003Cp>A \u003Cstrong>Checklist Hiring Employees\u003C/strong> is a structured form that guides hiring managers and HR teams through every step of the recruitment and onboarding process — from opening a job requisition to completing new-hire paperwork on day one. It documents who is responsible for each task, when it must be done, and whether it has been completed, turning an informal series of handoffs into a repeatable, auditable workflow. Because a typical hire touches HR, the department head, IT, finance, and legal, the checklist functions as the single coordination document that keeps every stakeholder aligned and accountable.\u003C/p>\n\u003Ch2>Why You Need This Document\u003C/h2>\n\u003Cp>Hiring without a checklist is how companies make offers to candidates whose references were never called, send new hires to a workstation with no computer access, and discover missing I-9 forms during a compliance audit two years later. Each missed step carries a real cost: a rescinded offer exposes the company to wrongful-reliance claims; a botched onboarding experience increases the likelihood that a new hire quits within 90 days; an incomplete compliance form can trigger federal penalties. A hiring checklist eliminates these gaps by making every required action explicit, assigned, and tracked before the next step can proceed. This template gives you a ready-to-use framework you can customize in minutes and apply consistently to every role you fill.\u003C/p>\n",1781186025253]