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Executive Recruitment & Selection Checklist

Follow this comprehensive recruitment checklist and implement the appropriate steps into your
corporate executive hiring process.

Preliminary steps
❏ Discuss the need for a new executive role with the hiring/executive team
❏ Consider any alternatives to hiring a new employee (e.g. outsourcing)
❏ Determine the position hire date
❏ Define your hiring strategy
❏ Select who will own the process from start to finish. This person may assign
specific tasks to other team members, but will be solely responsible for
managing the overall process.
❏ Create the job description
❏ Determine what this position must achieve (goals, quotas, expectations, etc.)
and clearly define each
❏ Establish the most important responsibilities of the role and its overall tasks
❏ Set years of experience and education-level qualifications
❏ Develop a candidate persona (description of the kind of candidate that would
fit the role)
❏ Avoid discriminatory language and present the opportunity in a clearly-written
format (do not use company-specific acronyms/vernacular)
❏ Determine the budget costs required for the position needed
❏ Establish a salary range based on market/industry standards, experience
needed, etc.
❏ Establish a potential bonus/commission structure
❏ Factor in employer-paid health benefits, vacation/PTO, 401(k) match, etc.
❏ Establish the reporting manager of this new role
❏ Reporting manager should begin developing the onboarding/training process,
setting general goals, etc. in alignment with already established goals
❏ Develop the interview process and determine who will interview candidates
❏ Create pre-screen process, employment questionnaire, personality
assessments, etc.
❏ Assign members to perform initial phone interview video interview,
individual/panel with peers/boss, rounds of interviews, etc.
❏ Work with hiring managers/interviewers to develop the interview question set(s)
❏ Avoid asking the same questions within each round of interviews, create
open-ended and probing questions requiring specific examples
1.
 ❏ Determine if the team will request work samples, portfolio, references, etc.
❏ Include a question regarding the candidate’s status with previous post-
employment restraints (i.e. non-compete)

Advertising position
❏ Promote the opportunity on company website
❏ Promote the opportunity on job boards
❏ Indeed, Monster.com, ZipRecruiter, etc.
❏ Work with the Marketing department to create eye-catching graphics and
compelling copy
❏ Promote the opportunity on company social media platforms
❏ LinkedIn, Facebook, Twitter, Instagram, etc.

Screening/selection
❏ Review all resumes and questionnaire/assessment responses
❏ Do not refuse interview/employment based on discriminatory grounds like age,
race, gender, career responsibilities, disabilities, sexual orientation, marital or
domestic status, pregnancy, etc.
❏ Reject candidates that do not meet basic requirements, minimum qualifications,
work experience, required skills, etc.
❏ Compile qualified candidates and submit resumes/LinkedIn profiles to the hiring
manager/team to review for next steps

Interview process
❏ Follow the established interview process previously agreed upon
❏ Inform qualified candidates of next steps and coordinate the best date/time for
the interview
❏ Provide the candidate with the names and titles of the interviewers, and
technology/logistics details (i.e. video interview link or office location)
❏ Schedule and send calendar invites to the candidate and interviewers, update
accordingly
❏ Obtain feedback from interviewers to determine next steps
❏ Obtain feedback from candidate and provide next steps
❏ Repeat process for next round(s) of interviews as needed

Post-interview tasks
❏ Check candidate references and verify the validity of their qualifications
❏ Compile a short-list of suitable candidates
❏ Meet with the hiring manager/team to determine the best candidate, salary
offer, bonus/commission opportunity, etc.
2.
 ❏ Discuss potential negotiations regarding starting salary, relocation expenses,
stake in company, etc.
❏ Soft-close the chosen candidate(s)
❏ Inform the candidate(s) that await the final decision from the hiring
manager/team
❏ Consider conducting a background check/drug test (if needed)

Offer of employment
❏ Contact the chosen candidate and make a verbal job offer
❏ Discuss starting salary, benefits, start date, etc.
❏ Be prepared to request other negotiation suggestions from the candidate and
present to hiring manager
❏ Prepare a formal letter of offer/employment contract
❏ Ensure the employment contract meets basic minimum legal requirements
❏ Present the candidate with the offer letter and obtain an official signed copy
❏ Upon receipt of the signed offer letter, send any additional documents/paperwork
necessary to prepare the candidate before their hire date (welcome guide,
employee overview, tax documents, etc.)
❏ Inform all unsuccessful candidates with the final decision

Documentation
❏ Evaluate recruitment processes regularly and improve as needed
❏ Save resumes and feedback of all candidates for future reference
❏ Determine if any of the candidates would fit other areas of the company or a
potential role
❏ Work with Human Resources to create a new hire profile (physical file or profile
within employee portal) to include personal information, emergency contacts,
payroll details, etc.

Transition to onboarding & follow-up

❏ Compile the new hire’s documentation to hand off to the hiring manager
❏ Continue to follow-up with the new hire after 1 week, 1 month, etc. to maintain a
pulse on their hiring/onboarding experience
❏ Obtain feedback from new hire to continue improving processes

Housekeeping
❏ Remove/close job post from job boards, website, social media boards
❏ Keep track of job descriptions, interview question sets, and any other
documentation for future reference
❏ Track time-to-hire and job data for future reference (set expectations for potential
roles) 3.