The hiring process usually starts with the need to fill a vacant or new position. For a vacant position, this is a good time to assess if the job still helps your organization serve its purpose and achieve its mission. Hiring a new employee needs to be rooted in a larger staffing plan that is connected to your organization's strategic plan.

Developing your staffing plan

Here are some key questions to ask:

• What are the critical positions or roles that need to be filled – now and in the future? What are the tasks your organization needs done?
• What is your organization's culture? What characteristics do you need to look for in potential new staff to assess cultural fit?
• What positions require less experience and therefore would be good for attracting young and/or less experienced candidates to your organization (e.g., Floater, ECE Assistant)?
• Is it possible to fill positions through an assignment or secondment from another organization?
• Are the roles suitable for permanent, temporary, full-time, part-time or some other contractual arrangement?

Related policies and procedures

HR policies assist the process of bringing a new employee into the organization. Up-to-date, clear policies on recruitment and staffing make the hiring process straightforward and less time consuming. Policies on probation, employee orientation, workplace health and safety and training and development – to name a few topics – clarify what management and employees expect of each other. Plus, HR policies are a great source of information for a new employee. For more information, see section on HR Policies.

All aspects of the hiring process must comply with human rights legislation.