[{"data":1,"prerenderedAt":482},["ShallowReactive",2],{"document-hiring-policy-D12639":3},{"document":4,"label":23,"preview":11,"thumb":24,"description":25,"descriptionCustom":6,"apiDescription":5,"pages":8,"extension":10,"parents":26,"breadcrumb":30,"related":36,"customDescModule":178,"customdescription":25,"mdFm":179,"mdProseHtml":481},{"description":5,"descriptionCustom":6,"label":7,"pages":8,"size":9,"extension":10,"preview":11,"thumb":12,"svgFrame":13,"seoMetadata":14,"parents":16,"keywords":15},"HIRING POLICY OVERVIEW [COMPANY NAME] believes that hiring qualified personnel to fill positions in the different departments contributes to the company's overall success. Each employee is therefore hired with the objective of making a significant contribution to [COMPANY NAME]. PURPOSE The hiring policy has been established to ensure [COMPANY NAME] has the opportunity to attract the best available staff for all vacant positions. SCOPE This hiring policy applies to all employees of [COMPANY NAME] who are involved in the hiring process. RESPONSIBILITY It shall be the responsibility of the Human Resources (HR) department to implement this policy and to monitor its performance. It is the responsibility of Managers and Supervisors to ensure that: They are familiar with the recruitment policies and procedures, and that they follow them accordingly; Staffing levels for their department are determined and authorised; All roles have current position descriptions that specify role requirements and selection criteria. It is the responsibility of the HR department to ensure that: All Managers are aware of their responsibilities in the recruitment and selection process; Managers are given continuous support and guidance in regard to recruitment and selection issues. POLICY AND PROCEDURES In hiring the most qualified candidates for positions, the following process should be followed. Staff request When a position (newly created or replacement, continuing or term position) needs to be filled or extended, a staff request form must be completed and authorized. Requests must be submitted by the supervisor or service manager and forwarded to the HR department: Position title; Hours/shift teams of the position; The exempt or non-exempt status of the position; Reason for the opening; Duties and essential qualifications of the position (or a current position description may be attached); Any special instructions relating to advertising on recruitment. Job description A job description describes the areas of responsibility and accountability within a department. When a position is vacant, it is appropriate to review and, if necessary, update the job description and task description to ensure that it is up to date. Professional qualifications should also be reviewed. The HR department can assist in updating work descriptions. New or modified positions will be evaluated by the HR department in order to determine a salary range corresponding to the underlying responsibilities. Meetings HR will arrange a meeting with the hiring manager before posting a job offer. The objective of this meeting is to learn more about the position, requirements and profile of the ideal candidate. The recruitment strategy will be defined during this meeting and expectations will be established with all stakeholders. Job postings Once the position is approved and the job description is finalized (if applicable), the HR department will prepare the job posting. HR will create job postings that briefly describe the job opening and communicate [COMPANY NAME]'s brand. The job posting will be prepared based on the job description and any special requirements detailed on the staff request. It may also include preferred qualifications that may enhance performance in the position. These would be considered in the event that two candidates are considered relatively equal. All job openings will be posted concurrently on [COMPANY NAME]'s intranet and externally with sources appropriate for the position being filled. Jobs will remain posted until the position is filled. All qualified candidates are encouraged to apply for positions",null,"Hiring Policy","4",513,"doc","https://templates.business-in-a-box.com/imgs/1000px/hiring-policy-D12639.png","https://templates.business-in-a-box.com/imgs/250px/12639.png","https://templates.business-in-a-box.com/svgs/docviewerWebApp1.html?v6#12639.xml",{"title":15,"description":6},"hiring policy",[17,20],{"label":18,"url":19},"Human Resources","/templates/human-resources/",{"label":21,"url":22},"Company Policies","/templates/company-policies/","Hiring Policy Template","https://templates.business-in-a-box.com/imgs/400px/12639.png","\u003Ch4>The Essence of a Hiring Policy\u003C/h4>\n\u003Cp>In the competitive landscape of business, assembling the right team is more than a necessity—it's a strategic advantage.\u003C/p>\n\u003Cp>A robust Hiring Policy is indispensable for business owners, providing a structured approach to talent acquisition that aligns with the company's culture, goals, and legal obligations. This document not only ensures consistency and fairness in hiring practices but also positions your business as an attractive employer committed to diversity, equity, and inclusivity.\u003C/p>\n\u003Ch5>What is a Hiring Policy Template?\u003C/h5>\n\u003Cp>A Hiring Policy template is a customizable document designed to guide businesses through the recruitment and selection process. It outlines the principles and procedures your company follows to attract, evaluate, and hire new employees. This template serves as a blueprint for making hiring decisions that are transparent, equitable, and aligned with your business objectives, ensuring a systematic approach to building your team.\u003C/p>\n\u003Cp>\u003Ch5 id=\"key-components-service-agreement\">Key Elements of a Hiring Policy Template\u003C/h5>An effective Hiring Policy template should encapsulate:\u003C/p>\n\u003Cul>\n\u003Cli>\u003Cstrong>Purpose and Scope\u003C/strong> - Introduction to the policy's goals and applicability across different departments and roles within the organization.\u003C/li>\n\u003Cli>\u003Cstrong>Recruitment Strategy\u003C/strong> - The approach for sourcing candidates, including job postings, recruitment channels, and engagement with talent pools.\u003C/li>\n\u003Cli>\u003Cstrong>Application and Selection Process\u003C/strong> - Detailed steps from application submission to final selection, including resume screening, interviews, and assessments.\u003C/li>\n\u003Cli>\u003Cstrong>Equal Employment Opportunity\u003C/strong> - Commitment to non-discrimination and equal opportunity for all candidates, regardless of background or identity.\u003C/li>\n\u003Cli>\u003Cstrong>Compliance with Laws\u003C/strong> - Adherence to labour laws and regulations governing hiring practices.\u003C/li>\n\u003Cli>\u003Cstrong>Roles and Responsibilities\u003C/strong> - The duties of hiring managers, HR personnel, and others involved in the hiring process.\u003C/li>\n\u003Cli>\u003Cstrong>Onboarding Procedures\u003C/strong> - Overview of the integration process for new hires into the company culture and operations.\u003C/li>\n\u003Cli>\u003Cstrong>Confidentiality and Data Protection\u003C/strong> - Ensuring applicant information is handled securely and in compliance with privacy regulations.\u003C/li>\n\u003C/ul>\n\u003Ch5>Related Documents for Crafting a Hiring Policy\u003C/h5>\n\u003Cp>To further strengthen your Hiring Policy, incorporate these related documents:\u003C/p>\n\u003Cul>\n\u003Cli>\u003Cstrong>\u003Ca href=\"https://www.business-in-a-box.com/template/ceo-job-description-D13536/\">Job Descriptions\u003C/a>\u003C/strong> - Clearly defined roles and responsibilities for open positions.\u003C/li>\n\u003Cli>\u003Cstrong>\u003Ca href=\"https://www.business-in-a-box.com/template/checklist-hiring-employees-D564/\">Checklist - Hiring Employees\u003C/a>\u003C/strong> - A checklist that outlines the step-by-step processes, from identifying staffing needs to onboarding, ensuring thorough and effective recruitment and selection of new team members.\u003C/li>\n\u003Cli>\u003Cstrong>\u003Ca href=\"https://www.business-in-a-box.com/template/background-check-policy-D13419/\">Background Check Policy\u003C/a>\u003C/strong> - Procedures for conducting background checks on potential hires.\u003C/li>\n\u003Cli>\u003Cstrong>\u003Ca href=\"https://www.business-in-a-box.com/template/employee-handbook-D712/\">Employee Handbook\u003C/a>\u003C/strong> - Information on company culture, policies, and benefits for new employees.\u003C/li>\n\u003C/ul>\n\u003Ch5>Why Use Business in a Box to Create a Hiring Policy?\u003C/h5>\n\u003Cp>Business in a Box is your comprehensive solution for developing a Hiring Policy that sets the foundation for success. With Business in a Box, you benefit from:\u003C/p>\n\u003Cul>\n\u003Cli>\u003Cstrong>Professionally Designed Templates\u003C/strong> - Expertly crafted to ensure your Hiring Policy is thorough, compliant with laws, and reflective of best practices.\u003C/li>\n\u003Cli>\u003Cstrong>Customizability\u003C/strong> - Easily tailor the policy to match your company's unique culture, needs, and hiring goals.\u003C/li>\n\u003Cli>\u003Cstrong>Efficiency\u003C/strong> - Quickly finalize a critical document, allowing you to focus on attracting and evaluating top talent.\u003C/li>\n\u003Cli>\u003Cstrong>Access to a Wide Range of Resources\u003C/strong> - Over 3,000 business and legal documents at your fingertips to support every stage of your business journey.\u003C/li>\n\u003C/ul>\n\u003Cp>Utilizing Business in a Box for your Hiring Policy equips you with a strategic tool to attract, hire, and retain the right talent, ensuring your team is a driving force behind your business's success.\u003C/p>\n\u003Cp>Updated in April 2024\u003C/p>\n",[27,17,20],{"label":28,"url":29},"Templates","/templates/",[31,32,33],{"label":28,"url":29},{"label":18,"url":19},{"label":34,"url":35},"Recruiting & Hiring","/templates/recruiting-and-hiring/",[37,41,45,49,53,57,61,65,69,73,77,81,85,101,119,134,151,164],{"label":38,"url":39,"thumb":40,"extension":10},"Recruitment and Hiring Policy","/template/recruitment-and-hiring-policy-D13762","https://templates.business-in-a-box.com/imgs/250px/13762.png",{"label":42,"url":43,"thumb":44,"extension":10},"Rules For Hiring","/template/rules-for-hiring-D12856","https://templates.business-in-a-box.com/imgs/250px/12856.png",{"label":46,"url":47,"thumb":48,"extension":10},"Checklist Hiring Employees","/template/checklist-hiring-employees-D564","https://templates.business-in-a-box.com/imgs/250px/564.png",{"label":50,"url":51,"thumb":52,"extension":10},"Checklist Hiring Process","/template/checklist-hiring-process-D13919","https://templates.business-in-a-box.com/imgs/250px/13919.png",{"label":54,"url":55,"thumb":56,"extension":10},"Checklist 19 Strategies for Hiring the Best","/template/checklist-19-strategies-for-hiring-the-best-D562","https://templates.business-in-a-box.com/imgs/250px/562.png",{"label":58,"url":59,"thumb":60,"extension":10},"Strategic Considerations For Hiring Your First Employee","/template/strategic-considerations-for-hiring-your-first-employee-D13780","https://templates.business-in-a-box.com/imgs/250px/13780.png",{"label":62,"url":63,"thumb":64,"extension":10},"AI Policy","/template/ai-policy-D13598","https://templates.business-in-a-box.com/imgs/250px/13598.png",{"label":66,"url":67,"thumb":68,"extension":10},"Application Policy","/template/application-policy-D13439","https://templates.business-in-a-box.com/imgs/250px/13439.png",{"label":70,"url":71,"thumb":72,"extension":10},"Attendance Policy","/template/attendance-policy-D12625","https://templates.business-in-a-box.com/imgs/250px/12625.png",{"label":74,"url":75,"thumb":76,"extension":10},"Backup Policy","/template/backup-policy-D13249","https://templates.business-in-a-box.com/imgs/250px/13249.png",{"label":78,"url":79,"thumb":80,"extension":10},"Billing Policy","/template/billing-policy-D13603","https://templates.business-in-a-box.com/imgs/250px/13603.png",{"label":82,"url":83,"thumb":84,"extension":10},"Branding Policy","/template/branding-policy-D13606","https://templates.business-in-a-box.com/imgs/250px/13606.png",{"description":86,"descriptionCustom":6,"label":87,"pages":88,"size":89,"extension":10,"preview":90,"thumb":91,"svgFrame":92,"seoMetadata":93,"parents":94,"keywords":99,"url":100},"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. The Employment 2","Employee Handbook","34",280,"https://templates.business-in-a-box.com/imgs/1000px/employee-handbook-D712.png","https://templates.business-in-a-box.com/imgs/250px/712.png","https://templates.business-in-a-box.com/svgs/docviewerWebApp1.html?v6#712.xml",{"title":6,"description":6},[95,97],{"label":18,"url":96},"human-resources",{"label":21,"url":98},"company-policies","employee handbook","/template/employee-handbook-D712",{"description":102,"descriptionCustom":6,"label":103,"pages":104,"size":9,"extension":10,"preview":105,"thumb":106,"svgFrame":107,"seoMetadata":108,"parents":110,"keywords":109,"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":109,"description":6},"employment agreement_at will employee",[111,112,115],{"label":18,"url":96},{"label":113,"url":114},"Hire an Employee","hire-employee",{"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":132,"url":133},"INDEPENDENT CONTRACTOR AGREEMENT This Independent Contractor Agreement (\"Agreement\") is made and effective [Date], BETWEEN: [INDEPENDENT CONTRACTOR NAME] (the \"Independent Contractor\"), a company organized and existing under the laws of the [State/Province] of [STATE/PROVINCE], with its head office located at: [COMPLETE ADDRESS] AND: [YOUR COMPANY NAME] (the \"Company\"), a company organized and existing under the laws of the [State/Province] of [STATE/PROVINCE], with its head office located at: [YOUR COMPLETE ADDRESS] RECITALS Independent Contractor is engaged in providing [Describe] business services, its Employer Tax I.D. Number is [Insert], and its Business License Number is [insert]. Independent Contractor has complied with all Federal, State, and local laws regarding business permits, sales permits, licenses, reporting requirements, tax withholding requirements, and other legal requirements of any kind that may be required to carry out said business and the Scope of Work which is to be performed as an Independent Contractor pursuant to this Agreement. Independent Contractor is or remains open to conducting similar tasks or activities for clients other than the Company and holds themselves out to the public to be a separate business entity. Company desires to engage and contract for the services of the Independent Contractor to perform certain tasks as set forth below. Independent Contractor desires to enter into this Agreement and perform as an independent contractor for the company and is willing to do so on the terms and conditions set forth below. NOW, THEREFORE, in consideration of the above recitals and the mutual promises and conditions contained in this Agreement, the Parties agree as follows: TERMS This Agreement shall be effective commencing [Date], and shall continue until terminated at the completion of the Scope of Work which shall occur no later than [Date] or by either party as otherwise provided herein. STATUS OF INDEPENDENT CONTRACTOR This Agreement does not constitute a hiring by either party. It is the parties intentions that Independent Contractor shall have an independent contractor status and not be an employee for any purposes, including, but not limited to, [laws]. Independent Contractor shall retain sole and absolute discretion in the manner and means of carrying out their activities and responsibilities under this Agreement. This Agreement shall not be considered or construed to be a partnership or joint venture, and the Company shall not be liable for any obligations incurred by Independent Contractor unless specifically authorized in writing. Independent Contractor shall not act as an agent of the Company, ostensibly or otherwise, nor bind the Company in any manner, unless specifically authorized to do so in writing. TASKS, DUTIES, AND SCOPE OF WORK Independent Contractor agrees to devote as much time, attention, and energy as necessary to complete or achieve the following: [Describe]. The above to be referred to in this Agreement as the \"Scope of Work\". It is expected that the Scope of Work will completed by [Date]. Independent Contractor shall additionally perform any and all tasks and duties associated with the Scope of Work set forth above, including but not limited to, work being performed already or related change orders. Independent Contractor shall not be entitled to engage in any activities which are not expressly set forth by this Agreement. The books and records related to the Scope of Work set forth in this Agreement shall be maintained by the Independent Contractor at the Independent Contractor's principal place of business and open to inspection by Company during regular working hours. Documents to which Company will be entitled to inspect include, but are not limited to, any and all contract documents, change orders/purchase orders and work authorized by Independent Contractor or Company on existing or potential projects related to this Agreement. Independent Contractor shall be responsible to the management and directors of Company, but Independent Contractor will not be required to follow or establish a regular or daily work schedule. Supply all necessary equipment, materials and supplies. Independent Contractor will not rely on the equipment or offices of Company for completion of tasks and duties set forth pursuant to this Agreement. Any advice given Independent Contractors regarding the scope of work shall be considered a suggestion only, not an instruction. Company retains the right to inspect, stop, or alter the work of Independent Contractor to assure its conformity with this Agreement. ASSURANCE OF SERVICES Independent Contractor will assure that the following individuals (the \"Key Employees\") will be available to perform, and will perform, the Services hereunder until they are completed (identify by title and name as applicable): [Name of Key Employee, Title] [Name of Key Employee, Title] The Key Employees may be changed only with the prior written approval of the Company, which approval shall not be unreasonably withheld. COMPENSATION Independent Contractor shall be entitled to compensation for performing those tasks and duties related to the Scope of Work as follows: [Describe] Such compensation shall become due and payable to Independent Contractor in the following time, place, and manner: [Describe] NOTICE CONCERNING WITHHOLDING OF TAXES Independent Contractor recognizes and understands that it will receive a [specify tax] statement and related tax statements, and will be required to file corporate and/or individual tax returns and to pay taxes in accordance with all provisions of applicable Federal and State law. Independent Contractor hereby promises and agrees to indemnify the Company for any damages or expenses, including attorney's fees, and legal expenses, incurred by the Company as a result of independent contractor's failure to make such required payments. AGREEMENT TO WAIVE RIGHTS TO BENEFITS Independent Contractor hereby waives and foregoes the right to receive any benefits given by Company to its regular employees, including, but not limited to, health benefits, vacation and sick leave benefits, profit sharing plans, etc. This waiver is applicable to all non-salary benefits which might otherwise be found to accrue to the Independent Contractor by virtue of their services to Company, and is effective for the entire duration of Independent Contractor's agreement with Company. This waiver is effective independently of Independent Contractor's employment status as adjudged for taxation purposes or for any other purpose. Neither this Agreement, nor any duties or obligations under this Agreement may be assigned by either party without the consent of the other. TERMINATION This Agreement may be terminated prior to the completion or achievement of the Scope of Work by either party giving [number] days written notice. Such termination shall not prejudice any other remedy to which the terminating party may be entitled, either by law, in equity, or under this Agreement. NON-DISCLOSURE OF TRADE SECRETS, CUSTOMER LISTS AND OTHER PROPRIETARY INFORMATION Independent Contractor agrees not to disclose or communicate, in any manner, either during or after Independent Contractor's agreement with Company, information about Company, its operations, clientele, or any other information, that relate to the business of Company including, but not limited to, the names of its customers, its marketing strategies, operations, or any other information of any kind which would be deemed confidential, a trade secret, a customer list, or other form of proprietary information of Company. Independent Contractor acknowledges that the above information is material and confidential and that it affects the profitability of Company. ","Independent Contractor Agreement","6",62,"https://templates.business-in-a-box.com/imgs/1000px/independent-contractor-agreement-D160.png","https://templates.business-in-a-box.com/imgs/250px/160.png","https://templates.business-in-a-box.com/svgs/docviewerWebApp1.html?v6#160.xml",{"title":6,"description":6},[129],{"label":130,"url":131},"Consultant & Contractors","consulting-contractor-business","independent contractor agreement","/template/independent-contractor-agreement-D160",{"description":135,"descriptionCustom":6,"label":136,"pages":137,"size":9,"extension":10,"preview":138,"thumb":139,"svgFrame":140,"seoMetadata":141,"parents":143,"keywords":142,"url":150},"Employee Performance Review Standard Operating Procedure Department: Human Resources Purpose: Before doing the performance review, it's important that managers have already set up goals to their employees. Indeed, performance reviews are valuable for both the employee and the employer. It's a chance for managers to give praise for exceptional work and guidance for any shortcomings. Managers and supervisors should take this opportunity to have an open discussion about the future of the company and the potential for employee growth. Frequency: Quarterly Procedure: Set up goals for employees. Share with the employee how your organization will assess performance. Prepare the meeting. Establish the purpose of the performance review meeting conversation. Be specific and transparent in the meeting. Review the relevant parts of the performance review form. Discuss ideas for development/action plan. Agree upon specific actions to be taken by each of you. Summarize the performance review meeting conversation. Definition/Explanation: Goal: It is imperative that the employee knows exactly what is expected of his or her performance. Your periodic discussions about performance need to focus on these significant portions of the employee's job.","How to Review Employee Performance","3","https://templates.business-in-a-box.com/imgs/1000px/how-to-review-employee-performance-D12595.png","https://templates.business-in-a-box.com/imgs/250px/12595.png","https://templates.business-in-a-box.com/svgs/docviewerWebApp1.html?v6#12595.xml",{"title":142,"description":6},"how to review employee performance",[144,147],{"label":145,"url":146},"Business Plan Kit","business-plan-kit",{"label":148,"url":149},"Business Procedures","business-procedures","/template/how-to-review-employee-performance-D12595",{"description":152,"descriptionCustom":6,"label":153,"pages":154,"size":9,"extension":10,"preview":155,"thumb":156,"svgFrame":157,"seoMetadata":158,"parents":160,"keywords":159,"url":163},"[DATE] [CONTACT NAME] [ADDRESS] [ADDRESS 2] [CITY, STATE/PROVINCE] [ZIP/POSTAL CODE] SUBJECT: JOB OFFER FOR [DESCRIBE] Dear [CANDIDATE NAME]: Congratulations! [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","1","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":159,"description":6},"job offer letter long",[161,162],{"label":18,"url":96},{"label":113,"url":114},"/template/job-offer-letter-long-D12769",{"description":165,"descriptionCustom":6,"label":166,"pages":137,"size":9,"extension":10,"preview":167,"thumb":168,"svgFrame":169,"seoMetadata":170,"parents":172,"keywords":171,"url":177},"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":171,"description":6},"non disclosure agreement nda",[173,174],{"label":116,"url":117},{"label":175,"url":176},"Confidentiality Agreements","confidentiality-agreement","/template/non-disclosure-agreement-nda-D12692",true,{"seo":180,"reviewer":192,"legal_disclaimer":196,"quick_facts":197,"at_a_glance":199,"personas":203,"variants":228,"glossary":255,"sections":286,"how_to_fill":332,"common_mistakes":373,"faqs":390,"industries":415,"comparisons":432,"diy_vs_pro":445,"educational_modules":458,"related_template_ids_curated":461,"schema":469,"classification":470},{"meta_title":181,"meta_description":182,"primary_keyword":183,"secondary_keywords":184},"Hiring Policy Template | BIB","Free hiring policy template covering recruitment, selection, and onboarding standards. Download in Word, edit online, or export as PDF.","hiring policy template",[185,186,187,188,189,190,191],"recruitment policy template","hiring policy template word","employee hiring policy","recruitment and selection policy","hiring process policy template","hr hiring policy template","free hiring policy template",{"name":193,"credential":194,"reviewed_date":195},"Bruno Goulet","CEO, Business in a Box","2026-05-02",false,{"difficulty":198,"legal_review_recommended":196,"signature_required":196},"medium",{"what_it_is":200,"when_you_need_it":201,"whats_inside":202},"A Hiring Policy is an internal operational document that defines how an organization recruits, evaluates, selects, and onboards new employees. This free Word download gives you a structured, editable template covering every stage of the hiring process — from job requisition approval through offer extension — that you can adapt to your company's size and culture and export as PDF for distribution to managers and HR staff.\n","Use it when your company is growing past the point where informal hiring practices are sufficient — typically at 10 or more employees — or when inconsistent recruitment decisions create legal exposure, equity concerns, or poor hire quality. It is also required as part of an employee handbook or HR compliance audit.\n","Purpose and scope, equal opportunity commitment, job requisition and approval process, job posting standards, candidate sourcing and screening guidelines, interview structure and evaluation criteria, background check and reference check procedures, offer and negotiation guidelines, and onboarding handoff steps.\n",[204,208,212,216,220,224],{"title":205,"use_case":206,"icon_asset_id":207},"HR managers","Standardizing the end-to-end recruitment process across departments","persona-hr-manager",{"title":209,"use_case":210,"icon_asset_id":211},"Small business owners","Creating a repeatable hiring framework as headcount grows past 10","persona-small-business-owner",{"title":213,"use_case":214,"icon_asset_id":215},"Operations directors","Reducing inconsistent hiring decisions that increase turnover and liability","persona-operations-director",{"title":217,"use_case":218,"icon_asset_id":219},"Startup founders","Establishing hiring standards before delegating recruitment to team leads","persona-startup-founder",{"title":221,"use_case":222,"icon_asset_id":223},"Compliance officers","Documenting recruitment practices to satisfy equal employment audits","persona-compliance-officer",{"title":225,"use_case":226,"icon_asset_id":227},"Department managers","Following a defined process to open, fill, and close requisitions independently","persona-department-manager",[229,232,236,240,244,247,251],{"situation":230,"recommended_template":87,"slug":231},"Documenting the full HR function for a growing company","employee-handbook-D712",{"situation":233,"recommended_template":234,"slug":235},"Setting rules for employee conduct once hired","Code of Conduct Policy","code-of-conduct-and-ethics-policy-D13626",{"situation":237,"recommended_template":238,"slug":239},"Defining terms of employment for a new hire","Employment Contract","employment-agreement_at-will-employee-D541",{"situation":241,"recommended_template":242,"slug":243},"Onboarding a new employee after hiring is complete","Employee Onboarding Checklist","checklist-new-employee-onboarding-D13617",{"situation":245,"recommended_template":121,"slug":246},"Sourcing contractors rather than employees","independent-contractor-agreement-D160",{"situation":248,"recommended_template":249,"slug":250},"Managing performance after the hire","Performance Review Template","how-to-review-employee-performance-D12595",{"situation":252,"recommended_template":253,"slug":254},"Documenting the promotion or transfer process","Job Promotion Letter","promotion-policy-D13278",[256,259,262,265,268,271,274,277,280,283],{"term":257,"definition":258},"Job Requisition","A formal internal request to open a new or backfill position, typically requiring manager and budget approval before recruitment begins.",{"term":260,"definition":261},"Job Description","A written document specifying the title, duties, required qualifications, reporting structure, and compensation range for an open role.",{"term":263,"definition":264},"Sourcing","The proactive activities used to identify and attract candidates — including job boards, employee referrals, LinkedIn, and recruitment agencies.",{"term":266,"definition":267},"Structured Interview","An interview format in which every candidate is asked the same predetermined questions and evaluated against the same scoring rubric.",{"term":269,"definition":270},"Background Check","A third-party verification of a candidate's criminal record, employment history, education credentials, and in some roles, credit history.",{"term":272,"definition":273},"Equal Employment Opportunity (EEO)","The legal principle that hiring decisions must be based on job-related qualifications and not on protected characteristics such as race, gender, age, or religion.",{"term":275,"definition":276},"Offer Letter","A written document extending employment to a selected candidate, stating the role, start date, compensation, and any conditions of the offer.",{"term":278,"definition":279},"Candidate Scorecard","A standardized evaluation form interviewers complete after each candidate meeting, rating responses against predefined competencies.",{"term":281,"definition":282},"Internal Mobility","The policy practice of posting open roles internally first and giving current employees the opportunity to apply before external recruiting begins.",{"term":284,"definition":285},"Probationary Period","A defined initial employment period — typically 30 to 90 days — during which the new hire's performance is formally assessed before confirmation of permanent status.",[287,292,297,302,307,312,317,322,327],{"name":288,"plain_english":289,"sample_language":290,"common_mistake":291},"Purpose and scope","Explains why the policy exists, which roles and locations it covers, and who is responsible for enforcing it.","This Hiring Policy applies to all [COMPANY NAME] employees involved in recruiting, interviewing, or selecting candidates for full-time, part-time, or contract positions at all [COMPANY NAME] locations. HR is the policy owner; all hiring managers are responsible for compliance.","Writing a scope that covers only HR staff. Hiring managers make most selection decisions, and excluding them from the policy's scope leaves their behavior unregulated.",{"name":293,"plain_english":294,"sample_language":295,"common_mistake":296},"Equal opportunity and non-discrimination commitment","States the company's commitment to lawful, bias-free hiring and lists the protected characteristics that may not influence selection decisions.","[COMPANY NAME] is an equal opportunity employer. Hiring decisions are based solely on job-related qualifications. [COMPANY NAME] does not discriminate on the basis of race, color, religion, sex, national origin, age, disability, genetic information, or any other characteristic protected by applicable law.","Listing only federally protected classes and omitting state or local protected characteristics — sexual orientation, for example, is protected in most US states even where federal law is silent.",{"name":298,"plain_english":299,"sample_language":300,"common_mistake":301},"Job requisition and approval process","Defines the steps required to open a position — including budget approval, headcount authorization, and HR sign-off — before any posting or outreach begins.","To open a requisition, the hiring manager must submit a completed Job Requisition Form to HR. Requisitions require approval from [DIRECT MANAGER TITLE] and Finance before posting. HR will confirm budget alignment within [3] business days of submission.","Skipping the Finance approval step for backfill roles. Managers assume a departed employee's role is automatically approved for replacement, but budget and scope may have changed.",{"name":303,"plain_english":304,"sample_language":305,"common_mistake":306},"Job posting and advertising standards","Sets requirements for how roles are written and where they are posted — including internal posting periods, required disclosures, and approved external channels.","All open positions must be posted on [COMPANY NAME]'s internal careers page for a minimum of [5] business days before external advertising. External postings must include the job title, location, key responsibilities, minimum qualifications, and compensation range where required by law.","Posting externally before completing an internal posting period. This demoralizes current employees and in some jurisdictions violates internal promotion commitments.",{"name":308,"plain_english":309,"sample_language":310,"common_mistake":311},"Candidate sourcing and screening","Describes approved sourcing channels, the initial resume screening process, and who has authority to advance or reject candidates at the screening stage.","Approved sourcing channels include [COMPANY NAME]'s careers page, [JOB BOARD LIST], employee referral program, and approved staffing agencies. HR conducts initial resume screening against the minimum qualifications defined in the job description. Candidates who meet minimum qualifications are advanced to a hiring-manager screen.","Allowing individual managers to use unapproved staffing agencies with no rate card or background-check requirement — creating inconsistent quality and uncontrolled agency fee exposure.",{"name":313,"plain_english":314,"sample_language":315,"common_mistake":316},"Interview process and evaluation","Defines the number of interview rounds, who participates, the structured question format, and how candidates are scored and compared.","The standard interview process includes: (1) a 30-minute HR phone screen, (2) a [45]-minute hiring manager video or in-person interview, and (3) a [60]-minute panel interview with [2–3] team members. Each interviewer must complete a Candidate Scorecard within [24] hours of the interview.","Running unstructured interviews where each interviewer asks different questions. Without a common rubric, interviewers compare different data points and selection bias goes unchecked.",{"name":318,"plain_english":319,"sample_language":320,"common_mistake":321},"Background and reference checks","Specifies when checks are conducted, what they cover, which roles require enhanced screening, and how adverse results are handled.","Background checks are conducted on all final candidates prior to offer extension, using [APPROVED VENDOR NAME]. Checks include criminal history, employment verification, and education verification. Roles with financial authority or access to sensitive data also require a credit check. Adverse results are reviewed by HR before any adverse action is taken.","Running background checks before a conditional offer is made. In many US states, 'ban the box' laws prohibit criminal history inquiries before a conditional offer — check state rules before sequencing.",{"name":323,"plain_english":324,"sample_language":325,"common_mistake":326},"Offer, negotiation, and approval","Sets the authority levels for approving compensation offers, the process for extending verbal and written offers, and the rules for negotiating within approved ranges.","All offers must fall within the approved compensation band for the role. Offers at or below the midpoint may be approved by the hiring manager and HR. Offers above the midpoint require [VP-LEVEL] approval. HR extends all written offers using the standard Offer Letter template.","Allowing hiring managers to negotiate directly with candidates outside the approved band. Ad hoc salary exceptions create internal pay equity problems that compound with each hire.",{"name":328,"plain_english":329,"sample_language":330,"common_mistake":331},"Onboarding handoff","Defines the steps HR and the hiring manager take after offer acceptance to prepare for the new hire's first day — documentation, system access, and orientation scheduling.","Upon offer acceptance, HR initiates the onboarding workflow in [HRIS NAME], including background check clearance, I-9 completion, benefits enrollment, and IT provisioning. The hiring manager is responsible for completing the New Hire Onboarding Checklist at least [3] business days before the start date.","Treating onboarding as entirely HR's responsibility. When the hiring manager is not accountable for workspace setup, system access, and day-one introductions, new hire time-to-productivity is significantly delayed.",[333,338,343,348,353,358,363,368],{"step":334,"title":335,"description":336,"tip":337},1,"Customize the purpose and scope section","Replace all placeholder company names and define which employee categories and locations the policy covers. Confirm whether it applies to contractors and temporary workers as well as direct hires.","Scope decisions made here cascade through every other section — a policy that says 'all hires' needs interview and background check procedures that work for contractors too.",{"step":339,"title":340,"description":341,"tip":342},2,"Confirm your equal opportunity and protected-class list","Start with federal protected classes, then add state and local protected characteristics for every jurisdiction where you hire. Review your legal counsel's list or an employment law resource for your operating states.","If you hire in California, New York, or Illinois, your protected-class list will be materially longer than the federal minimum — omissions create real liability.",{"step":344,"title":345,"description":346,"tip":347},3,"Define your requisition approval chain","Map the specific titles required to approve new and backfill positions — typically the hiring manager's direct manager and a Finance or budget owner. Set a target turnaround time for approval.","Cap the approval chain at two levels for roles below director. Three or more approval layers slow time-to-fill and cause candidates to accept competing offers.",{"step":349,"title":350,"description":351,"tip":352},4,"Set internal posting requirements","Define the number of business days a role must be posted internally before external advertising begins, and specify any roles exempt from the internal posting requirement.","Five business days is a common standard. Exempt roles typically include confidential replacements and C-suite searches.",{"step":354,"title":355,"description":356,"tip":357},5,"Build your standard interview structure","Define the number of rounds, who participates in each, whether a skills assessment is required, and the scorecard format interviewers must use. Tie each round to specific competencies from the job description.","Limit interview panels to three people. More than three introduces scheduling drag and rarely adds decision quality.",{"step":359,"title":360,"description":361,"tip":362},6,"Set background check scope by role category","Group roles into two or three tiers based on access level — standard, financial authority, and sensitive data — and specify what each tier requires. Name the approved vendor.","Document your adverse-action process alongside the background check scope. A defined process is required under the Fair Credit Reporting Act for US employers.",{"step":364,"title":365,"description":366,"tip":367},7,"Define compensation approval thresholds","Enter the specific title or level required to approve offers at the midpoint, between midpoint and maximum, and above the approved band. Link this section to your current compensation structure or salary bands document.","Revisit these thresholds annually — compensation bands shift with market data, and stale approval thresholds push managers to seek exceptions rather than follow the process.",{"step":369,"title":370,"description":371,"tip":372},8,"Assign onboarding ownership and deadlines","Name the specific teams responsible for each pre-start task — IT provisioning, I-9 completion, benefits enrollment, workspace setup — and set a deadline for each relative to the start date.","A shared onboarding checklist linked from this policy prevents tasks from falling through the gap between HR and the hiring manager.",[374,378,382,386],{"mistake":375,"why_it_matters":376,"fix":377},"No internal posting requirement","Posting externally without an internal period signals to current employees that advancement opportunities bypass them, driving avoidable turnover among your strongest performers.","Require a minimum 5-business-day internal posting for all non-confidential roles and track whether internal candidates were given genuine consideration.",{"mistake":379,"why_it_matters":380,"fix":381},"Unstructured interviews with no scorecard","Without a common scoring rubric, interviewers compare incompatible impressions — and selection decisions reflect personal affinity rather than job-related qualifications, increasing bias exposure.","Require each interviewer to rate candidates against predefined competencies on a 1–5 scale and submit the scorecard within 24 hours of the interview.",{"mistake":383,"why_it_matters":384,"fix":385},"Running background checks before a conditional offer","Ban-the-box laws in over 35 US states and cities prohibit or restrict criminal history inquiries before a conditional offer is extended, and violations carry significant fines.","Sequence background checks after a conditional written offer is made and clearly state that the offer is contingent on satisfactory results.",{"mistake":387,"why_it_matters":388,"fix":389},"Allowing salary negotiation outside approved bands","Ad hoc exceptions to approved compensation ranges compound into systemic pay equity disparities that become expensive to correct and expose the company to pay discrimination claims.","Require VP or Finance approval for any offer above the approved band midpoint and document the business justification for every exception.",[391,394,397,400,403,406,409,412],{"question":392,"answer":393},"What is a hiring policy?","A hiring policy is an internal document that defines how a company recruits, evaluates, selects, and onboards new employees. It sets the rules for job posting, candidate screening, interview structure, background checks, offer approval, and onboarding handoff. Its purpose is to make hiring decisions consistent, legally defensible, and aligned with the company's compensation and culture standards.\n",{"question":395,"answer":396},"Why does a company need a formal hiring policy?","Without a formal policy, hiring decisions depend entirely on individual manager judgment — which produces inconsistent candidate experiences, pay equity problems, and legal exposure when protected-class candidates are rejected without documented, job-related reasons. A written policy gives managers a clear process to follow, gives HR a basis to intervene when steps are skipped, and provides an audit trail if a hiring decision is ever challenged.\n",{"question":398,"answer":399},"At what company size should you implement a hiring policy?","Most employment law advisors recommend formalizing hiring practices by the time a company reaches 15 employees — the threshold at which Title VII, the ADA, and other federal anti-discrimination statutes apply in the US. In practice, companies benefit from a written policy even earlier: by the time you have 10 employees and multiple managers making independent hiring decisions, inconsistency and bias risk are already present.\n",{"question":401,"answer":402},"What is the difference between a hiring policy and an employee handbook?","A hiring policy covers only the pre-employment phase — requisition through onboarding. An employee handbook is a comprehensive document governing all aspects of the employment relationship: conduct, benefits, performance, leave, and discipline. The hiring policy is typically incorporated by reference into the handbook as a standalone exhibit or linked appendix.\n",{"question":404,"answer":405},"Does a hiring policy need to address internal candidates?","Yes. A complete hiring policy specifies whether open roles must be posted internally first, how long the internal posting period runs, whether internal candidates go through the same interview process as external ones, and how internal offers interact with existing compensation structures. Omitting internal mobility rules creates inconsistent treatment that undermines employee trust and retention.\n",{"question":407,"answer":408},"What background check rules should a hiring policy address?","The policy should specify which roles require which checks, which vendor is approved, when in the process checks are initiated (after a conditional offer in most US jurisdictions), how adverse results trigger an individualized assessment, and how the company provides the required pre-adverse-action notice under the Fair Credit Reporting Act. State rules vary significantly — California, New York, and Massachusetts each have additional requirements beyond the federal baseline.\n",{"question":410,"answer":411},"How often should a hiring policy be reviewed and updated?","Review the policy at least annually, and also whenever there is a significant change in applicable employment law, a new operating location in a different jurisdiction, a material change in hiring volume, or feedback from an audit or discrimination complaint. The pay transparency and salary-range disclosure laws enacted in California, Colorado, New York, and Illinois between 2021 and 2023 are a recent example of changes that required immediate policy updates.\n",{"question":413,"answer":414},"Should hiring managers or only HR be responsible for following the policy?","Both. HR owns the policy and is responsible for training, compliance monitoring, and record-keeping. Hiring managers are responsible for following the requisition, interview, and offer approval steps within their authority. Policies that assign all responsibility to HR consistently fail in practice because managers make most selection decisions and will default to informal behavior without clear personal accountability written into the document.\n",[416,420,424,428],{"industry":417,"icon_asset_id":418,"specifics":419},"Technology / SaaS","industry-saas","Defines technical assessment rounds, remote-hire onboarding workflows, and equity compensation disclosure requirements during the offer process.",{"industry":421,"icon_asset_id":422,"specifics":423},"Healthcare","industry-healthtech","Incorporates credentialing and licensure verification as mandatory pre-start conditions, with OIG exclusion list checks required for any role billing to federal programs.",{"industry":425,"icon_asset_id":426,"specifics":427},"Professional Services","industry-professional-services","Addresses lateral hire conflicts of interest, client non-solicitation confirmations from prior employers, and reference check protocols for client-facing roles.",{"industry":429,"icon_asset_id":430,"specifics":431},"Retail / Hospitality","industry-retail","Handles high-volume hourly hiring with streamlined screening steps, variable-schedule disclosure at the offer stage, and faster onboarding timelines to match rapid start dates.",[433,435,439,441],{"vs":87,"vs_template_id":231,"summary":434},"An employee handbook is a comprehensive reference document covering all aspects of employment — conduct, benefits, leave, and discipline. A hiring policy focuses exclusively on the pre-employment phase from requisition to onboarding. Most companies embed the hiring policy as a section or appendix within the handbook rather than distributing it as a standalone document to all staff.",{"vs":436,"vs_template_id":437,"summary":438},"Job Description Template","D{JOB_DESCRIPTION_ID}","A job description defines the duties, qualifications, and reporting structure for a single role. A hiring policy governs the process used to fill any role — how requisitions are approved, how candidates are screened, and how offers are extended. The job description is an input to the hiring process; the hiring policy is the process itself.",{"vs":238,"vs_template_id":239,"summary":440},"An employment contract is a binding legal agreement between the employer and a specific hired individual, covering compensation, IP, confidentiality, and termination. A hiring policy is an internal operational document that governs how the company conducts recruitment before any individual is selected. The contract activates after the policy's process concludes.",{"vs":442,"vs_template_id":443,"summary":444},"Onboarding Checklist","D{ONBOARDING_CHECKLIST_ID}","An onboarding checklist is a task-level tool for preparing a specific new hire's first day and first 30 days. A hiring policy defines at a higher level who is responsible for onboarding activities and what standards they must meet. The checklist operationalizes the onboarding section of the hiring policy for each individual hire.",{"use_template":446,"template_plus_review":450,"custom_drafted":454},{"best_for":447,"cost":448,"time":449},"Companies under 100 employees building a standardized hiring process for the first time","Free","2–4 hours to customize and distribute",{"best_for":451,"cost":452,"time":453},"Companies hiring across multiple US states or internationally, or those facing an EEO audit","$300–$800 for an employment attorney review","3–5 business days",{"best_for":455,"cost":456,"time":457},"Enterprise HR departments with complex approval hierarchies, union environments, or federal contractor status","$1,500–$4,000 for a custom policy suite","2–4 weeks",[459,460],"structured-interviewing-101","pay-equity-and-compensation-bands",[231,239,246,250,462,463,464,465,466,467,462,468],"job-offer-letter-long-D12769","non-disclosure-agreement-nda-D12692","employee-dismissal-letter-D508","remote-work-agreement-D13282","employment-agreement-executive-D543","fixed-term-contract-D13225","letter-of-appreciation-to-employee-D664",{"emit_how_to":178,"emit_defined_term":178},{"primary_folder":96,"secondary_folder":471,"document_type":472,"industry":473,"business_stage":474,"tags":475,"confidence":480},"recruiting-and-hiring","policy","general","all-stages",[476,477,472,478,479],"recruiting","hr","onboarding","hiring-policy",0.95,"\u003Ch2>What is a Hiring Policy?\u003C/h2>\n\u003Cp>A \u003Cstrong>Hiring Policy\u003C/strong> is an internal operational document that defines the standardized process a company follows to recruit, evaluate, select, and onboard new employees. It covers every stage from the initial job requisition and internal posting through candidate screening, structured interviews, background checks, offer approval, and the handoff to onboarding — establishing consistent rules that every manager and HR team member is expected to follow. Unlike an employment contract, which governs the relationship with a specific individual after hiring, a hiring policy governs how all hiring decisions are made before any individual is selected.\u003C/p>\n\u003Ch2>Why You Need This Document\u003C/h2>\n\u003Cp>Without a written hiring policy, recruitment practices vary by manager, by department, and by how busy the team is at the time — producing wildly inconsistent candidate experiences, pay equity disparities between comparable roles, and selection decisions that cannot be defended if challenged. The legal exposure is concrete: when a rejected candidate files an EEOC complaint, the first thing an investigator requests is your documented process. If none exists, the absence itself becomes evidence. Beyond compliance, inconsistent hiring drives poor hire quality, increases time-to-fill, and creates the internal pay equity gaps that compound into costly correction programs down the line. This template gives you a defensible, actionable process you can put in place in hours — not weeks — and adapt as your team grows.\u003C/p>\n",1778696260397]